Senior Human Resources Business Partner Manager

Senior Human Resources Business Partner Manager

Rockville ,

Maryland

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The U.S. Pharmacopeial Convention (USP) is an independent scientific organization that collaborates with the world's top authorities 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 1,300 hard-working professionals across twenty global locations to deliver the mission to strengthen the supply of safe, quality medicines and supplements worldwide. At USP, we value inclusivity for all. We recognize the importance of building an organizational culture with meaningful opportunities for mentorship and professional growth. From the standards we create, the partnerships we build, and the conversations we foster, we affirm the value of Diversity, Equity, Inclusion, and Belonging in building a world where everyone can be confident of quality in health and healthcare. 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—an environment where every employee feels fully empowered and valued irrespective of, but not limited to, 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. Brief Job Overview The Senior Human Resources Business Partner Manager provides Human Resources (HR) support and strategic partnership to staff and leadership in assigned client groups ensuring effective and impactful implementation of human resources practices, processes and programs that support organizational effectiveness and development. This position will serve as the primary point of contact for a defined client group and requires significant interaction and coordination between functional and technical teams, excellent communication and leadership skills, and problem-solving abilities. The role requires a deep understanding of HR policies/procedures/practices and strong desire to analyze, investigate, resolve issues, collaborate, and lead through others, and a focus on continuous improvement. How will YOU create impact here at USP? Under the direction of the Director, Human Resources & Employee Relations, the Human Resource Business Partner will perform a wide range of HR activities closely engaging as a strategic business collaborator translating business strategies into HR priorities. The HRBP 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. They will leverage critical thinking to focus on continuous improvement and is expected to play a key role in leveraging relationships and driving efficiencies. The Senior HR Business Partner Manager has the following responsibilities: Partners with and acts as internal consultant to Business Unit’s global leadership and staff to adapt and implement HR programs, policies, and practices. Designs, develops, and implements various HR projects, programs, and initiatives to proactively meet the needs of their business units, collaborating cross functionally across the Global People & Culture team. Acts as a trusted advisor to division and 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 staff and leadership 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. Investigate complex, sensitive employee relations cases and ensure case documentation and management is high quality and consistent. Interpret and apply understanding of company employment policies and practices to provide advice, guidance, or clarification on employee relations matters. Partner with Employee Relations Manager to 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. Support the develop and implement an employee relations training program for people managers and assist managers as appropriate with particularly sensitive annual performance evaluations. Who is USP 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 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. Demonstrated proficiency in supporting growing client groups with highly technical expertise Additional Desired Preferences Advanced degree in Organization Development, HR Management, Industrial Relations, or related field a plus. Previous experience with Digital or highly technical talent strongly preferred Supervisory Responsibilities None. USP provides the benefits to protect yourself and your family today and tomorrow. From company-paid time off, and comprehensive healthcare options to retirement savings, you can have peace of mind that your personal and financial well-being 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. 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)

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