VP, HRBP Lead

VP, HRBP Lead

Syneos Health® is a leading fully integrated biopharmaceutical solutions organization built to accelerate customer success. We translate unique clinical, medical affairs and commercial insights into outcomes to address modern market realities.  

Every day we perform better because of how we work together, as one team, each the best at what we do. We bring a wide range of talented experts together across a wide range of business-critical services that support our business. Every role within Corporate is vital to furthering our vision of Shortening the Distance from Lab to Life®.

Discover what our 29,000 employees, across 110 countries already know.

WORK HERE MATTERS EVERYWHERE

Why Syneos Health

• We are passionate about developing our people, through career development and progression; supportive and engaged line management; technical and therapeutic area training; peer recognition and total rewards program.
• We are committed to our Total Self culture – where you can authentically be yourself. Our Total Self culture is what unites us globally, and we are dedicated to taking care of our people. 
• We are continuously building the company we all want to work for and our customers want to work with. Why? Because when we bring together diversity of thoughts, backgrounds, cultures, and perspectives – we’re able to create a place where everyone feels like they belong. 

Job Responsibilities

The VP, HR Business Partner Lead is responsible for the activation and execution of an effective, robust and inclusive talent strategy that is aligned to and enables the business strategy of the relevant Division or Business Area within Syneos Health. A member of both the Business Senior Leadership Team and the
HR Senior Leadership Team and overseeing a team of HR Business Partners, this position will play a key role in driving a talent strategy that attracts, engages and retains top talent and develops future leaders. The VP, HR Business Partner Lead will advocate for data-driven problem solving and principled (“more consistent than not”) programming, collaborating across the HR operating model in service to business outcomes.

Core Responsibilities

• Engage executives to understand talent needs of the business and advocate for those requirements

• Lead the HR Business Partner team to enable company-wide and BU-specific HR programs and initiatives

• Engage in business strategic planning and review cycles; proactively work with COE teams to identify, develop and deploy HR initiatives, interventions to meet business requirements

• Proactively obtain, interpret and present metrics and analysis to business leaders to inform decisions (performance, attrition, hiring, vacancy, employee engagement/sensing, and other data).

• Advise executive and senior leadership on people matters

• Provide HR observations and insights related to strategy/performance in meetings and one-one's to formulate HR actions

• Advise leaders on change management, performance management, employee engagement and/or community observations, etc., leveraging functional SMEs as appropriate

• Manage response to executive requests for insights, information, questions or special projects

• Partner with HR COE’s to bridge organizational needs to deploy talent programs (performance assessment & review, succession planning, development planning). Partnering with senior business leaders and the Learning & Talent Management COE, conduct learning needs assessment, establish development priorities and promote development resources to teams' employees.

• Partner with executives and managers to advise on available talent tools for employee coaching, mentoring, feedback processes, high-potential development, career development counseling, etc.

• Build, develop and lead a strong global team of HR business partners

• Work with business executives and the SHRLT to develop strategies and deploy programs to effectively meet business strategy and initiatives and align with programs intended impact and the Company’s culture

• Partner with Finance and Total Rewards Center of Excellence to confirm the rewards strategy; prepare leadership for the salary planning and incentive process, providing budgets; present results of the process to business leaders

• Conduct ongoing workforce plans are aligned with span of control, productivity metrics, budgeted allocations, etc.

• Ensure effective enablement of the HR COE model; guide leaders, teams and employees to use resources effectively

• Promote and foster a healthy work environment; raise awareness of available programs to assist employees.

• Engage in global talen