Manager – Human Resources Business Partner

About the Role:

We are seeking an experienced and business-focused Manager – HR Business Partner (HRBP) to serve as a strategic advisor to business leaders and a champion of employee experience. This role plays a critical part in aligning people strategies with business objectives, fostering a high-performance culture, and enabling organizational growth through effective talent management, workforce planning, employee engagement, and leadership support. The successful candidate will bring a balanced approach of strategic thinking and operational excellence, leveraging people insights and HR best practices to drive business outcomes while ensuring a positive and inclusive employee experience.

The ideal candidate will have a strong understanding of Pharmacovigilance (PV) operations and the life sciences industry, enabling effective partnership with business leaders on workforce planning, talent management, organizational effectiveness, and capability-building initiatives within a highly regulated environment. The individual should be able to understand business drivers, operational priorities, and industry dynamics to proactively align people strategies with organizational goals.

Key Responsibilities:

Strategic Business Partnership

• Partner closely with business leaders to understand organizational priorities and translate them into effective people strategies.
• Act as a trusted advisor and coach to managers on organizational effectiveness, leadership development, employee engagement, and talent-related matters.
• Drive workforce planning, organizational design, succession planning, and talent reviews to support business growth and capability building.
• Utilize HR metrics, workforce analytics, and market insights to influence decision-making and measure the effectiveness of people initiatives.
• Lead and support change management initiatives, ensuring smooth adoption of organizational changes and business transformation programs.

Employee Experience & Talent Management

• Champion a positive employee experience across the entire employee lifecycle, from onboarding through career development and retention.
• Drive employee engagement initiatives, action planning, and culture-building programs that foster collaboration, inclusion, and high performance.
• Partner with leaders to identify, develop, and retain high-potential talent through succession planning and career development initiatives.
• Facilitate performance management processes, including goal setting, performance reviews, development planning, and coaching conversations.
• Collaborate with Talent Acquisition to support workforce planning, hiring strategies, employer branding initiatives, and critical talent needs.
• Support learning and development initiatives that strengthen leadership capabilities and employee growth.

Employee Relations & Compliance

• Provide expert guidance on employee relations matters, ensuring fair, consistent, and business-aligned resolutions.
• Lead investigations related to employee concerns, grievances, misconduct, and workplace issues while maintaining confidentiality and objectivity.
• Partner with managers to address performance concerns and implement appropriate corrective actions where necessary.
• Ensure compliance with applicable labor laws, employment regulations, and company policies.
• Collaborate with Legal and leadership teams to proactively mitigate organizational and employee-related risks.

HR Operations, Governance & Process Excellence

• Drive continuous improvement of HR processes, policies, and employee programs to enhance effectiveness and employee satisfaction.
• Identify opportunities for automation, simplification, and operational excellence across HR processes.
• Partner with HR Centers of Excellence (COEs) and global HR teams to ensure alignment, consistency, and adoption of best practices.
• Monitor key HR metrics including attrition, engagement, diversity, productivity, and workforce trends to provide actionable insights.
• Support organizational initiatives related to compensation, rewards, performance, and employee well-being.

Additional Responsibilities:

Operational Excellence

• Adhere to organizational policies, standard operating procedures (SOPs), and governance requirements.
• Contribute to the development and enhancement of HR policies, frameworks, and best practices.
• Support special projects, organizational initiatives, and business priorities as required.

Collaboration & Continuous Improvement

• Partner effectively with cross-functional teams to address business challenges and improve organizational effectiveness.
• Identify opportunities to enhance employee experience, strengthen culture, and improve HR service delivery.
• Stay informed on industry trends, emerging HR practices, labor legislation, and workforce dynamics.

People Management (Limited Scope)

• Provide day-to-day guidance, coaching, and support to one HR team member to ensure the effective delivery of HR Business Partnering services.
• Monitor work quality, provide constructive feedback, and support the professional development of the team member.
• Assist in setting priorities, managing workload, and ensuring alignment with team objectives and organizational standards.
• Foster a collaborative, inclusive, and high-performance work environment that encourages continuous learning and development.
• Support knowledge sharing, capability building, and effective execution of HR initiatives within the team.

Required Qualifications:

Education

• Master's Degree in Human Resources

Experience

• 10+ years of progressive Human Resources experience, including significant experience in HR Business Partnering.
• Proven experience partnering with senior leaders in fast-paced and evolving business environments.
• Experience supporting organizational growth, change management, talent development, and employee relations initiatives.

Required Skills

• Strategic thinking with strong business acumen.
• Ability to influence and build credibility with leaders at all levels.
• Strong employee relations and conflict resolution skills.
• Excellent stakeholder management and relationship-building capabilities.
• Data-driven decision-making and analytical mindset.
• Strong coaching, mentoring, and leadership skills.
• Exceptional communication, presentation, and interpersonal skills.
• High degree of ownership, accountability, and professional integrity.
• Ability to manage multiple priorities in a dynamic environment.
• Collaborative, proactive, and solution-oriented approach.