The U.S. Pharmacopeial Convention (USP) Senior Human Resources Manager in Rockville, Maryland
The Senior Human Resources Manager will serve as a proactive, solutions-focused partner on the Talent & People Experience team that drives the value of our People Strategy with a diversity and inclusion lens. The role requires a Human Resources professional who has demonstrated success operating objectively in a fast-paced, changing environment where talent and clients are at the center of everything we do. In this role, you will serve as a trusted advisor and strategic thought partner to senior leaders and lead the execution of talent management and development and annual HR processes, including performance management, development planning, talent planning and succession planning and promotion roundtables.
This role will foster growth and be a champion for strategic human resources practices, in collaboration with our centers of excellence. The HRBP should understand business priorities and translate them into a HR agenda that supports the business. The role will assess human resources needs for divisions and drive the appropriate solutions with the ability to influence with impact. Additional skills necessary for success in the role include excellent written and verbal communication skills, coaching skills, strategic thinking, problem solving, influencing and negotiation skills, as well as strong interpersonal skills. The HRBP must be able to collaborate across groups and engage at a hands-on level with leaders, teams and colleagues. This individual must be able to balance competing priorities, effectively challenge the status quo and balance conflicting opinions, while driving for the best decisions for colleagues and the organization in an environment of growth and change.
Role and Responsibilities
Focus on driving a high-performance culture and integrating HR processes with a diversity and inclusion lens to positively affect the people experience
Develop strong relationships with senior leadership and the global leadership team and understand key people needs with goals of establishing credible partnerships and an understanding of the strategic role of HR
Build strong rapport with team and provide coaching and mentoring to build functional expertise and strategic capabilities with a solutions focused approach through continuous feedback and development plans
Foster a collaborative, open culture with high learning agility and intellectual curiosity and inspire and motivate teams for success
Partner effectively with the Diversity, Inclusion & Belonging team to drive an equitable, inclusive and positive culture through People practices
Execute the Talent Management strategy and annual HR processes, utilizing best practices and industry trends as a baseline to establish and evaluate success factors and use HR metrics to inform talent decisions and influence talent impacts
Partner with leadership to create and manage a workforce plan that supports the talent management strategy and future talent needs, including an understanding of key roles, spans and layers, and development and retention for internal mobility and succession planning
Foster and maintain strong partnerships with peers and key HR and business leaders
Provide strategic perspective for organizational effectiveness, talent acquisition and sourcing strategies, diversity and inclusion strategies, total rewards and development programs for a fully integrated people experience
A minimum of 8 years of progressive strategic experience in Human Resources or as a Human Resources Business Partner
Demonstrated ability to align talent and people initiatives to organizational strategies and key business imperatives
Ability to effectively drive change and results and partner closely with leadership and HR colleagues to achieve success
Preferred Qualifications/Desirable Requirements
Strong understanding of Diversity, Inclusion & Belonging and implementing diversity strategies in HR practices to create fully inclusive cultures
Adapts easily to change with the ability to navigate complexity in a broad, integrated way
Independent thought leader with ability to influence with impact
Proven leadership experience in talent management and organizational development with strengths in strategic execution, change management, continuous improvement and culture building
Results orientation and ability to problem-solve issues
Adept at managing multiple competing projects and re-prioritize, often in ambiguous and agile conditions
Ability to work cross-functionally and exert influence with impact and drive decisions
Aptitude for building trusting relationships and creating a harmonious work environment
Strong verbal, written and presentation skills
Exceptional analytical skills, with high degree of accuracy and attention to detail
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