U.S. Pharmacopeial Convention Jobs

Job Information

The U.S. Pharmacopeial Convention (USP) (Senior) Employee Relations Manager - Hybrid in Rockville, Maryland


Who is USP?

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's fundamental belief that Equity = Excellence manifests in our core value of Passion for Quality through our more than 1,100 talented professionals across five global locations to deliver the mission to strengthen the supply of safe, quality medicines and supplements worldwide.

Brief Job Overview

The (Sr.) Employee Relations Manager will closely collaborate with the HR team and organization leaders in the development of employee relations strategies to drive positive change and lead initiatives to strengthen culture programs focused on equity and ethical business practices across USP. You will be responsible for managing the full employee relations lifecycle and serve as a trusted advisor and partner by providing a broad range of expertise in areas of employee relations, recommending resolutions and partnering with management and employees in implementing the resolutions. You will also play a key role in championing our “speak up culture and integrating inclusive practices that advance employee’s experience of belonging into employee relations processes.

USP strives to continuously adapt to meet our mission and the needs of our employees, therefore strong partnership-building capacity, self-motivation, experienced situational judgment, as well as the ability to thrive in an extremely fast-paced environment and ambiguous situations are critical to success in this role. Reporting to Senior Employment Counsel in Global Legal Affairs, with functional connections to the Chief People Officer and our Chief Compliance Officer, you will have the opportunity to work on a wide range of organizational matters and partner with colleagues. This role will partner with senior executives as well as individual leaders providing you with ample opportunities to amplify your role’s impact on the organization.

How will YOU create impact here at USP?

Employee Relations

  • Lead the process for resolving employee relations issues in the workplace.

  • Investigate complex, sensitive employee relations cases and ensure case documentation and management is high quality and consistent.

  • provide expertise and consultation to people managers and HR business partners on ways to address employee behavior and performance concerns, including guiding the development and communication of appropriate feedback or corrective action that aligns with company values and processes.


  • Interpret and apply understanding of company employment policies and practices to provide advice, guidance, or clarification on employee relations matters.

  • Review, modify and/or create policies which underpin an effective employee relations program; incorporating DEIB principles to drive help drive culture shift and accountability.

Continuous Improvement and Data Analysis

  • Track and report out on Employee Relations and investigations data, including provision of relevant data for ER Quarterly Debriefs, Executive Team reports outs, and input to Compliance Director for USP’s Annual Transparency Report. Analyze ER data, highlight key trends and provide insights that lead to the formulation of recommendations that drive positive employee relations programs and process improvements.

  • In partnership with HRBPs, conduct organizational assessments that identify root cause of employee relations issues and provide recommendations to improve the employee experience including evaluation of employee data inputs (e.g. culture survey, performance assessment’s, etc.) to identify instances which require follow-up. Evaluate for appropriate next steps and resolution.

  • Provide thought leadership on embedding a continuous performance improvement culture, including review and management of updates to Performance Improvement Program (PIP) procedures and supporting PIP materials, including Manager and HR training materials.

Speak-up Culture

  • Co-owner for Speak-up Culture program, which seeks to create an environment where staff members do their part to ensure a safe and respectful environment in which questions, ideas, or concerns can be raised and responded to in a fair and timely manner without fear of retaliation.

  • Facilitate training for HR staff members on their responsibilities related to complaints and speak up culture.

  • Lead the process for creating and implementing (in collaboration with Compliance) expectations and education to USP employees regarding Speak Up culture.

  • Implement educational and communication materials which help staff members understand their role/responsibilities in a speak up culture, including but not limited to:

  • Develop and implement an employee relations training program for people managers and assist managers as appropriate with particularly sensitive annual performance evaluations.

  • Facilitate investigation training and other ER training initiatives to deliver best practice investigation methodologies and knowledge to the HR team.

  • Develop and maintain content for an effective Employee Relations page on the intranet which provides guidance and education regarding employee relations and investigations matters

  • implementation (including content creation) of a manager tip of the week to reinforce learning related to GPM competencies, Speak Up culture responsibilities, and effective management of employee relations.

  • Collaborating with People Communications and HRBP’s, develop a framework and content for a manager resource center.

  • Partner internally to promote the organizational goals of GPC,Compliance, Employment lawyers, Internal Audit, and Diversity, Inclusion & Belonging.

  • Identify and escalate matters in a timely manner on issues which pose a significant risk to the organization.

  • Remain current with applicable employment-related laws, rules and regulations, and maintain and revise company policies/procedures as necessary to implement employee relations changes.

Who USP is Looking For?

The successful candidate will have a demonstrated understanding of our mission, commitment to excellence through inclusive and equitable behaviors and practices, ability to quickly build credibility with stakeholders, along with the following competencies and experience:


  • Bachelor’s Degree and/or equivalent years of relevant experience in combination

  • Minimum of 8 years of Human Resources experience with 5 years conducting ER investigations

Senior Manager

  • Bachelor’s Degree and/or equivalent years of relevant experience in combination

  • Minimum of 10 years of Human Resources experience with 5 years conducting ER investigations

  • In Additional to the following:

  • 5 years working with and providing advice and guidance with senior leadership around complex organizational issues.

  • working with large amounts of data, formulating insights, constructing recommendations, and communicating findings as appropriate.

  • 5 years Experience demonstrating knowledge of state and federal employment laws, including but not limited to FMLA, ADA, FLSA, ADEA.

  • Strong communication skills including effective listening, writing and presenting; ability to express thoughts in a clear and concise manner.

  • High emotional intelligence and strong interpersonal skills demonstrated by professional growth within an HRBP or employee relations role.

  • Skilled in MS Excel, Word, SharePoint & PowerPoint.

Additional Desired Preferences

  • Master’s Degree

  • SPHR certification

  • Adapts easily to change with the ability to navigate complexity

  • Ability to work cross-functionally and influence with impact to drive decisions

  • Strong analytical skills, with high degree of accuracy and attention to detail

Supervisory Responsibilities



USP provides you with the benefits you need to protect yourself and your family today and tomorrow. From company-paid time off, comprehensive healthcare options to retirement savings, you can have peace of mind that your personal and financial wellbeing is protected.

COVID-19 Vaccination Policy (will apply to the selected candidate(s) hired):

As a condition of employment with the United States Pharmacopeial Convention's (USP) duty to provide and maintain a workplace free of known hazards, all employees and contingent staff hired after July 1st, 2021, must be fully vaccinated unless a reasonable accommodation is approved. Your recruiter will advise accordingly.

USP is proud to be an equal employment opportunity employer (EEOE) and affirmative action employer. We are committed to creating an inclusive environment in all aspects of our work—from the standards we make to the partnerships and conversations we cultivate. An environment where every employee feels fully empowered and valued irrespective of, but not limited to, personality, race, ethnicity, physical and mental abilities, education, religion, gender identity and expression, life experience, sexual orientation, country of origin, regional differences, work experience, and family status. We are committed to working with and providing reasonable accommodation to individuals with disabilities.

Note: 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