The U.S. Pharmacopeial Convention (USP) Vice President, Global Human Resources in Rockville, Maryland
Vice President, Global Human Resources
At USP, our people make the difference and drive our mission. The Global People Strategy is our roadmap to build, connect and inspire USP volunteers and staff to achieve our mission and increase our impact. The position of Vice President, Global Human Resources (GHR) has direct executive accountability for delivering on our People Ambition to help prepare leaders globally, to attract, develop and retain great talent, to foster a multi-generational culture of inclusion and a mindset toward continuous improvement driven by analytics and operational excellence, and to deliver a people experience that creates pride and ensures USP is seen as an organization of choice.
This key leader will report directly to the Senior Vice President, Legal, Strategy, and Insights and will serve as a member of the Executive Team (ET), focused on developing and implementing critical HR strategies for a strategy driven, scientific global non-profit organization. He/she will be a strategic thought partner regarding all people matters with the Chief Executive Officer (CEO) and the ET and will collaborate with them to develop and drive organizational strategies. He/she will create and execute a global HR strategic plan that will attract, develop and retain the talent necessary to drive the organization’s future success and will assess organizational capabilities and develop plans to reduce critical gaps.
The VP, GHR will have global responsibility for all aspects of human resource management including talent acquisition and development strategies, organizational design and development, training and leadership development, compensation and benefits, employee relations, compliance with employment and other related laws, and HR technology. Strong, effective HR operational effectiveness will be a barometer of success for this role. He/she will be responsible for advancing the company’s culture through dedicated focus on the overall People Experience for staff and volunteers, and helping to advance USP’s commitment to diversity, inclusion and belonging as a trusted resource and advisor to the CEO and other members of the ET and the extended global leadership team. The VP, GHR will actively engage with the Board of Trustees related to the People Strategy and other HR topics. The VP, GHR will also promote and engage in organization-wide practices that demonstrate commitment to USP’s mission, vision and Core Values.
Roles and Responsibilities
Ensures USP fulfills its People Ambition, building agile leadership, a globally networked and connected organization, a workplace characterized as clearly valuing diversity, inclusion and belonging, and a steadfast focus on improving the overall People Experience.
Provides strategic leadership and expertise to assist the organization in achieving its strategic goals through application of organization development and organizational effectiveness principles at all sites, globally. Applies best practices and provides input into business initiatives based on the implications for people and considering organizational strengths and constraints. Frames issues and brings the right analytics to discussions and to facilitate problem solving.
Aligns HR strategy and processes with business strategic and operating goals on a global basis. Evaluates, enhances/develops, implements and champions HR policies and procedures of the organization on a global basis. Provides guidance to and collaborates with global HR site leaders to obtain input where needed and develops and executes activities globally. Ensures that these leaders continue to meet the strategic goals of the organization. Maintains an overall knowledge of international HR policies, programs, laws, and issues, understand differences and coordinates the integration of HR policies and programs globally.
Plans, develops, organizes, implements, leads and evaluates the organization’s HR function with a focus on sustaining a high-performance culture. Provides leadership to HR staff to establish mutual priorities and deploy limited resources in the most effective manner to support organization business priorities and build a common, global organization philosophy about work, people and performance.
Creates and develops programs that support a high-performance culture. Participates in global organization goal setting, partners with ET on change management initiatives and people development. Provides direct consultative strategic partnering to senior leaders to maximize performance of the organization.
Develops human resource planning models to identify competency, knowledge and talent gaps and develop recommendations for programs to fill the gaps. Develop appropriate programs and initiatives for effective talent management and retention.
Leads efforts to improve the overall People Experience globally, to include collecting data through ongoing staff surveys and other metrics that gauge engagement, empowerment, belonging as well as other workplace factors necessary for a high-performance workplace.
Provides leadership to the organization to complete the transition from an international company to a global operation. Leads and mentors the global HR team on how to effectively partner with business leaders to create sustained impact and achieve results to strengthen the overall effectiveness of USP operations through positive employee relations, problem diagnosis and resolution, organization effectiveness interventions, competitive compensation and benefit programs, performance assessment and people development and training, succession planning, and workforce analytics.
Champions continuous improvement efforts within HR to ensure appropriate efficiencies and effectiveness as needs of the business change. Create a learning environment to advance the professional development, expertise, and the knowledge of the HR team to ensure high performance and that HR practices and initiatives continue to support and drive the appropriate change within the organization. Fosters an environment of empowerment and employee engagement within the HR team and all USP.
Champions and models USP’s Core Values and educates the organization about the importance of the Values through the work of the team.
Develops mechanisms for delivering global workforce analytics, key HR metrics, performance tracking and dashboards, and key performance indicators which will facilitate management decision making and ability to provide progress updates on HR management as well as advancement on people experience and people strategy metrics across USP.
Develops and/or identifies the most effective approaches and tools for seeking feedback from employees on the health of USP’s culture including engagement surveys. Collaborates with ET to address results and develop appropriate action plans to drive culture change where needed.
Collaborates with the CEO on the development and engagement of the Global Leadership Team (GLT). Plans and manages the HR budget in line with organization financial goals and objectives.
Education and Experience:
Bachelors degree in business, Strategic Human Resources, Organization Development or related field required.
Fifteen (15) years of human resources experience including the development and execution of HR strategy that is aligned with overall business strategy
Five (5) years of senior global human resources experience leading cross functional HR teams; International experience is required.
Strong experience with championing positive employee relations
Substantial prior experience managing culture change in a dynamic, strategy driven organization
Prior experience with championing and implementing organization development interventions
Ability to establish credibility to the human resources function through his/her professional qualifications, high degree of integrity and leadership skills as well as the maturity, wisdom, and courage to be a trusted advisor, coach, and leader
Demonstrated business and financial acumen with ability to understand and discuss key business strategy, drivers, and financials
Must have strategic agility and business acumen to translate business strategies into capabilities and talent strategy, and to translate HR needs and opportunities to bottom-line performance for the organization
Ability to work across a global, matrix environment with the agility to be resourceful, creative, and maintain flexibility to engage multiple parties across functions and geographies
Prior experience with HR practices in China, India, and Brazil strongly preferred.
Prior experience interacting with a governing Board of Trustees and/or Board of Directors strong desired
Possesses strong collaboration skills to facilitate open sharing of information between various groups and individuals
Knowledge of organization development, training & development, competency model development, and performance management and compensation systems design and implementation.
Must have demonstrated organizational skills with a keen attention to detail and the ability to effectively manage multiple priorities and projects within given timelines
Proven aptitude for building relationships, credibility and trust with stakeholders, and for creating a harmonious and collaborative work environment
Solution-oriented and innovative; can identify creative options for resolving issues that respond to multiple stakeholder interests and needs
Must have the skills to effectively lead large scale change and transformation and the experience in developing and implementing change management initiatives and creating organizational capabilities
Successful experience in a matrix structure desirable
Proactive with a sense of urgency
Demonstrated results orientation and high level of energy and passion
Strong analytical capability
Innovative with continuous improvement mindset
Exceptional written and verbal communication, listening, presentation and interpersonal skills are required to establish and maintain highly effective working relationships in a fast paced and demanding work environment
Comfort with dealing with science, legal and policy related issues.
Director, Total Rewards & HR Systems
Director, Learning & Development
Director, HRBP and Global Organization Development
Director, Talent Acquisition
Director, Staff Engagement
Human Resource leaders in India, China and Brazil (Strong dotted line)
USP offers an impressive benefits package , including:
Generous paid time off – 13 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 ($250/individual or $500/family)
The U.S. Pharmacopeial Convention (USP) is a scientific nonprofit organization that sets standards for the identity, strength, quality, and purity of medicines, food ingredients, and dietary supplements manufactured, distributed and consumed worldwide. USP’s drug standards are enforceable in the United States by the Food and Drug Administration, and these standards are used in more than 140 countries.
Being a part of USP means belonging to a diverse culture made up of more than 1,000 talented professionals working together at five international locations. We share our expertise in science, IT, human resources, quality assurance, communications, administrative management, and more...all to support an overall mission dedicated to making a difference by providing standards and programs that help improve the quality of medicines, dietary supplements, and foods 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.
Job Category Human Resources