The U.S. Pharmacopeial Convention (USP) Senior Global Human Resources Manager in Rockville, Maryland
Summary of the Position
The Senior Global Human Resources Manager provides Human Resources (HR) support and strategic partnership to staff and leadership in the Global Health and Manufacturing Services (GHMS) division including the AID-funded Promoting the Quality of Medicines Plus (PQM+) program which strengthens systems that improve quality of medical products in low- and middle-income countries.
This position requires significant interaction and coordination between field staff and technical staff, excellent communication and leadership skills, and problem-solving abilities. The role requires an understanding of field office challenges and project goals and objectives, a strong desire to analyze, investigate, and resolve issues, ability to collaborate and lead through others, and a focus on continuous improvement.
The incumbent will perform a wide range of HR activities closely engaging as a strategic business collaborator translating business strategies into HR priorities The Senior Global HR Manager will coach and advise on complex, time-sensitive issues in performance, talent management, disciplinary actions, policy interpretation, and drive cross-functional initiatives within the organization. S/he will leverage critical thinking to focus on continuous improvement and is expected to play a key role in leveraging relationships and driving efficiencies.
Roles and Responsibilities
Partners with and acts as internal consultant to GHMS division, GHMS leadership and staff to adapt and implement HR programs, policies and practices. Partner with the leadership team to effectively manage change and transition and ensure that the HR perspective and compliance to USAID agency procedures and other legal standards are considered.
Leads HR processes of opening new international PQM+ field offices (recruiting, onboarding, compensation & benefits administration, etc.) and closing of a site, as needed. Travel to the site location will be required.
Acts as a trusted advisor to GHMS and PQM+ field office people managers. 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 impacting its overall effectiveness. Conduct appropriate diagnosis and potential interventions.
Partners closely with the Chief of Party (COP) at each site, works with the PQM+ operations and program staff to provide guidance to all PQM+ site staff on the full range of HR concerns and administrative matters, including terms and conditions of employment, benefits, retirement, procedures and, performance evaluation, allowances, etc.; assists staff and provides guidance with regard to personal/personnel related matters.
Partners with HR Centers of Excellence (e.g., Talent Acquisition, Compensation, Benefits, HRIS and Learning & Organizational Effectiveness) to address related issues and problems and to ensure client groups receive the necessary services, support and communications from these centralized HR functions.
Serves as a key liaison with other USP departments (i.e. Legal and Accounting, etc.), in areas such as development of local employment contracts and new employee payroll set up.
Assists managers with all aspects of the annual Performance Assessment & Development process including coaching client groups on effective documentation practices for good and poor performance. Ensures legal compliance and provides constructive feedback to evaluator to improve quality of evaluation where necessary.
Education & Experience:
Bachelor’s degree in Human Resource Management, Social Sciences, Business or related field required.
Eight (8) years of progressively responsible HR experience with at least two (2) years of experience in emerging markets demonstrating extensive knowledge of HR principles, techniques and practices.
Knowledge, Skills and Abilities:
Experience with human resources practices in emerging markets (sub-Saharan Africa and Asia preferred), but specifically in employee relations, organizational effectiveness, people development, compensation and benefits programs.
Ability to liaise with internal colleagues and those across different departments (i.e. Legal, Finance & Accounting, etc.) to support needs of the business while maintaining compliance with local legal requirements.
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.
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.
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
Ability to manage multiple projects simultaneously with strong results/goal orientation.
Ability to travel internationally for field offices as needed (10-15%).
Advanced degree in Organization Development, HR Management, Industrial Relations, or related field a plus.
Previous experience with USAID, World Bank or other NGOs strongly preferred
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 are protected.
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.
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 present vaccinated unless a reasonable accommodation is approved. Your recruiter will advise accordingly.
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