Senior Human Resources Business Partner

Overview

LabConnect improves lives by partnering with pharmaceutical and biotech companies, and clinical research organizations (CROs) to accelerate the development of new medicines around the world.

We are an independent, global, one-stop-shop focused on delivering Central Laboratory Services that are tailor-made, timely and flexible to meet the evolving study demands of traditional to increasingly complex trials. Additionally, we provide Functional Service Provider (FSP) Solutions, supporting our clients with scientific and technical expertise, acting as an extension of their team, coordinating all laboratory related needs, advising on strategies for lab data collection and providing end-to-end analytical and logistical solutions.


Job Summary

The Sr. HR Business Partner is primarily an onsite position (some remote days possible) responsible for providing functional support in all aspects of Human Resources practices and general HR services. This role is a blended role between strategic and tactical execution, serving as the main point of contact for the organization and assigned business units. Daily expectations require a high level of confidence and ability to advise on topics such as performance management, succession, leadership and employee coaching, employee relations, career development, etc.


In this position you are expected to build strong relationships with leaders and employees and navigate successfully through gray situations with minimal guidance and oversight. Additionally, you must be able to identify the need for process improvement and hold leaders accountable for advancing procedures while ensuring compliance is maintained. A successful Sr. HR Business Partner will quickly develop a strong understanding of the business and how HR supports the success of the organization.


Essential Duties and Other Responsibilities:

Strategic

• Act as a strategic business partner and trusted advisor, working closely with the Management team within assigned business units.
• Understand and mitigate corporate risk associated with relevant employment laws/policies.
• Analyze Human Resources metrics to recognize trends and work with business partners to address opportunities.
• Proactively collaborate with Leadership to create and implement a workforce strategy to ensure success as the company grows and changes.
Employee Relations & Leadership Support

• Provide consultation and interpretation to employees and leaders on policy, work rules, performance problems and employee relations issues.
• Oversee and provide counsel to leaders on disciplinary or termination actions. Assist with review of policies and practices for compliance with regulations and laws governing employment.
• Manage the exit interview process and provide analysis to management team.
• Train and provide guidance to leaders on progressive disciplinary process, assisting in the creation and delivery of any performance management. Maintain accurate records for compliance.
• Conduct investigations as needed when issues and complaints arise.
Organization Design and Enterprise-Wide Programs

• Drive performance appraisal program throughout the organization, helping to ensure leaders complete requirements. Evaluate internal equity, working closely with department leaders to ensure consistency and calibration across teams and business units.
• Provide counsel on annual merit evaluations, and ensure adherence to the HR merit process/guidance.
• Work directly with leaders to determine the optimal team department structure and staffing needs as driven by the business goals and company results.
• Provide resources and HR guidance on employee career pathing, assisting with any IDP training and company training initiatives.
• Collaborate with HR Operations Team for all compensation evaluations, requests, and concerns. Review employee FLSA status to ensure organizational compliance for all company positions.
Administrative & Documentation

• Maintains job descriptions to include the development of new positions and annually updating existing job descriptions.
• Maintain detailed employee records, ensuring compliance in all areas of HR.
• Partner with HR Operations Team for all employee leaves of absences, ADA requests, and benefits inquiries. Ensure compliance with all applicable laws.
• Oversight and management of HRBP general email inbox.
Miscellaneous

• Integrate learnings and observations from across the organization to identify.
• improvement areas and propose solutions for addressing them in HR policies, programs, and processes.
• Assist as needed in the recruiting and interview process, ensuring competitive talent is successfully retained for employment.
• Partner with