U.S. Pharmacopeial Convention Jobs

Job Information

The U.S. Pharmacopeial Convention (USP) Senior Human Resources Manager in Rockville, Maryland

Description

Summary of the Position

The Senior Human Resources Manager provides HR support to assigned client groups, ensuring effective and impactful implementation of human resources practices, processes and programs that support organizational effectiveness and development. The incumbent 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. They will also partner with key Executive Team members to ensure USP’s workforce and talent programs align to USP’s strategic plans. The Senior Human Resources Manager will drive cross-functional initiatives within the organization and is expected to play a key role in benchmarking best practices and leveraging relationships.

Roles and Responsibilities

Provides strategic HR business partnership and coaching to people managers to impact the engagement, development, and retention of talent.

  • In partnership with the Equity Office, serves as an advocate for building diverse and inclusive teams.

  • 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 impacting its overall effectiveness. Conduct appropriate diagnosis and potential interventions.

  • Leads complex and multi-year projects and initiatives that enable USP’s global HR strategy to fully support the current and future strategic plans of the organization. Leverages relationships with members of the HR Leadership Team, ET members and their staff to understand USP’s strategic requirements with regards to talent and workforce planning, identify initiatives and project manage the work necessary to achieve the desired results.

  • Manages internal project resources as well as consultants to ensure successful outcomes for projects

  • Manages challenging and complex employee relations matters. Recognizes issues and problems that are interfering with the effectiveness of the individual’s or the organization’s performance. Develops recommendations and provides guidance to clients for resolutions. In conjunction with managers, analyzes trends and root causes and looks for opportunities to improve work environment and client group satisfaction when appropriate.

  • Assists managers with all aspects of the annual performance management and 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.

  • 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 leaders to develop effective organization design strategies. Develops effective communication plans and change management strategies to optimize change adoption and acceptance.

  • Evaluate employee survey data and other employee feedback to assess issues with employee engagement and team culture. Partner with leaders in developing action plans to address areas of concern and assists in determining progress for successful outcomes.

  • Partners with HR Centers of Excellence (e.g., Talent Acquisition, Total Rewards and Learning Strategy & 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.

  • Analyzes employee exit interview feedback, consults with supervisors for areas of continuous improvement where needed.

Basic Qualifications

  • Bachelor’s degree in Human Resource Management, Social Sciences, Business or related field required.

  • A minimum of 8 years of experience in HR with a minimum of 6 years in a role which included a focus on identifying areas to increase organizational effectiveness through assessing and diagnosing situations and determining most appropriate intervention.

Skills Sought

  • Experience in most areas of human resources but specifically in employee relations, organizational effectiveness, people development and compensation.

  • Experience in successfully launching and managing HR/OD projects and initiatives.

  • Highly developed listening skills coupled with the consistent utilization of a consultative approach.

Preferred Qualifications

  • Advanced degree in Organization Development, HR Management, Industrial Relations, or related field a plus.

  • Effectively communicate and partner with C-level Executives to achieve results

  • Excellent analytical and critical thinking skills leading to effective problem resolution, but also understands importance of intuition and instinct in the decision making process.

  • Knowledge of OD concepts and models such as team effectiveness, change management, facilitation and leadership development.

  • Conveys a positive and professional demeanor to employees at all times and possesses a high level of integrity.

  • 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

  • Core knowledge of HR principles, theories and concepts and all related local and federal laws and regulations.

  • Ability to scope, gain approval for and manage multiple projects simultaneously with strong results/goal orientation.

  • Strong proficiency/experience with Microsoft Office programs including Word, Excel, PowerPoint.

Supervisory Responsibilities

N/A

Benefits

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 following COVID-19 provisions will apply to selected candidate(s) hired:

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

About 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 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

DirectEmployers