The U.S. Pharmacopeial Convention (USP) Director, HR Business Partners & Employee Relations in Rockville, Maryland
The Director, HR Business Partner & Employee Relations will be responsible for providing strategic HR Business Partner and Employee Relations support for the global organization. The ideal candidate contributes to both hands-on and strategic levels and has a proven track record of positively influencing divisions and their people managers. The Director is a key member of the HR leadership team and ensures effective, equitable and impactful implementation of human resources practices, processes and programs globally that support organizational effectiveness and development.
The Director will be a champion in the organization for strong employee relations and best management practices for all of USP sites around the world. They will perform a wide range of HR activities closely engaging as a strategic business collaborator translating business strategies into HR priorities and providing advice/coaching to staff and leadership. This role will drive cross-functional initiatives within the organization globally and is expected to play a key role in benchmarking best practices and leveraging relationships.
The Director will have the ability to build relationships, establish credibility, and demonstrate business understanding in order to ensure an effective and collaborative strategic partnership. In addition to serving as a business partner, this position will be responsible for overseeing a wide variety of HR initiatives including but not limited to, employee relations, policy implementation and compliance, diversity and inclusion, performance management, and employee relations.
Roles and Responsibilities:
In collaboration with their team, develop, socialize, and implement core employee relations and HR processes (Performance Management, Succession Planning, etc.) globally in partnership with HR Business Partners located in global locations. Approach must embrace an overall global philosophy for similar feel and effect while maintaining appropriate flexibility for local nuances.
Serves as a point of escalation for problem solving on challenging and complex employee relations matters. Develops recommendations and provides guidance to clients for resolutions. Analyzes trends and root causes and looks for opportunities to improve work environment and client group satisfaction when appropriate.
Leads and proactively develop a team of talented and mission committed HRBP and ER staff in the effective achievement of these goals.
Acts as a trusted advisor of client leaders. Builds the business partner relationship with management and staff. Understands the business, goals, and challenges and identifies and/or helps to address systemic issues.Provides continuous coaching and guidance to client group regarding organizational issues that are negatively impacting its overall effectiveness. Conducts appropriate diagnosis and potential interventions.
Supports an inclusive, equitable culture and the perpetuation of positive ‘speak up’ norms among staff.
Assists staff and managers with all aspects of the annual performance management and development process including coaching on inclusive and equitable process, effective conversations, feedback and documentation. Ensures legal compliance and provides constructive feedback to managers to improve quality of their leadership, feedback, and performance management behavior
Provides a high level of service to staff and management by managing expectations and driving results. Provides information and direction to employees regarding policies, performance improvement and career development. Identifies talent gaps and development needs of the client groups, its managers, and staff in key positions. Plays a role in implementing succession planning, career management, performance management and recruiting strategies. Partners with HR Centers of Excellence (e.g., Talent Acquisition, Compensation, Benefits, HRIS and Learning) to address related issues and problems and to ensure client groups receive the necessary services, support and communications from these centralized HR functions.
Bachelor's degree required. An advanced degree is highly desirable.
10 years of progressive experience in Human Resources Business Partner or Employee Relations roles
Three (3) years people management experience
Highly developed listening skills coupled with the consistent utilization of a consultative approach.
Excellent analytical and critical thinking skills leading to effective problem resolution, but also understands importance of intuition and instinct in the decision-making process.
Deep knowledge of concepts and models including HR lifecycle process development, employee engagement monitoring tools, team effectiveness, change management, organizational design and leadership development.
Conveys a positive and professional demeanor to employees at all times and possesses a high level of integrity.
Ability to work seamlessly across cultures and build relationships in an evolving organization, familiarity with core diversity, inclusion and belonging principles and approaches
Ability to objectively coach employees and management through complex, difficult, and emotional issues.
Must possess well-developed interpersonal communications, negotiation, writing, speaking, and strong listening skills.
Ability to exercise sound judgment with minimal direction/guidance but also knows when to escalate issues to HR leadership.
Adept at functioning effectively within a team environment, present ideas and opinions in a respective and collegial manner
Exceptional written and verbal communication skills with the proven ability to positively communicate, motivate, and influence at all levels in the organization.
Exceptional customer service disposition- enabling ability to effectively coach and provide value-add consultative services
Strong coaching, conflict resolution, relationship and team building skills
Core knowledge of HR principles, theories and concepts and all related local and federal laws and regulations.
Ability to manage multiple projects simultaneously with strong results/goal orientation.
Strong proficiency/experience with Microsoft Office programs including Word, Excel, PowerPoint.
Ability to travel internationally if required.
Senior Manager, Human Resources
Senior Manager, Global Human Resources
Senior Human Resources Manager
Senior Employee Relations Manager
People Communications Manager
USP offers an impressive benefits package, including:
Generous paid time off – 15 paid holidays, 10 sick days and 15 vacation days per year to start
An annual 401(k) contribution, beginning after 1 year of service, of 10% of pay (base and bonus) every pay period that vests immediately
Comprehensive individual and family healthcare plans with affordable premiums and low annual deductibles.
The U.S. Pharmacopeial Convention (USP) USP is an independent scientific organization that collaborates with the world's top experts in health and science to develop quality standards for medicines, dietary supplements, and food ingredients. USP brings together more than 1,100 talented professionals across five global locations to deliver its mission to strengthen the supply of safe quality medicines and supplements worldwide.
USP is proud to be an equal employment opportunity employer (EEOE) and affirmative action employer. Employment selection and related decisions are made without regard to sex, race, age, disability, religion, national origin, color, veteran status, sexual orientation, gender identity or any other protected class. We are committed to working with and providing reasonable accommodation to individuals with disabilities.
USP does not accept unsolicited resumes from 3rd party recruitment agencies and is not responsible for fees from recruiters or other agencies except under specific written agreement with USP.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Job Category Human Resources
Job Type Full-Time