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HR Business Partner, Commerical

4 months ago

Rockville, United States The Ladders Full time
Job Summary: The Human Resources Business Partner (HRBP) - Commercial would be an integral addition to our growing Human Resources team, supporting our employees and management staff of assigned group(s) in ensuring implementation of Company policies, providing guidance on performance and disciplinary matters, and talent acquisition all in line with our Company Culture and Values. This role would partner with all Operational groups (Employee Change Processing, Payroll, Leave and Benefits, Commercial Operations, etc.) to ensure that their assigned group(s) are being supported.

Essential Duties & Responsibilities:

  • Provides HR policy guidance and interpretation to all employees within assigned group(s).Understands all Commercial specific policies and procedures to be able to partner with Commercial Operations and Training.
  • Proactively and on a scheduled basis, conducts meetings with department managers of assigned group(s) acting as a true partner and developing relationships.
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
  • Manages and recommends resolution for complex employee relations issues. Conducts effective, thorough, and objective investigations. Partners with legal and Senior HR Management as needed.
  • Partners with Talent Acquisition for Field Sales, providing guidance when needed.
  • Partners with HR Operations group, Sales Operations and/or the Recruiting Coordinator on the implementation and completion of employee changes being the liaison to ensure the processes are flowing for the assigned group(s).
  • Works with management and employees to identify and implement learning and development opportunities.
  • Partners with Compensation to develops terms for promotions, internal transfers, and separations. Partners with Talent Acquisition on new hires for internal equity.
  • Partners with the leave administration group on employee leave, worker's compensation and working through the ADA accommodation process and providing guidance to management in assigned group(s). Partners with management on decisions and ensure all levels are up to date on the matters.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring legal compliance. Partners with the legal department as needed/required.
  • Works with management and employees to identify and implement training and development opportunities. Provides guidance on succession planning and proactively works with management on talent development.
  • Other duties as assigned.
Supervisory Responsibilities:
  • This position has no direct supervisory responsibilities but does serve as a coach and mentor other employees in the department that partner with them.
  • Acts as a part of the HR Management team in the development and implementation of Human Resources Policies and Procedures.
Knowledge & Other Qualifications:
  • Bachelor's degree preferred.
  • Minimum of 6+ years of experience resolving employee relations issues and partnering with management on the employment life cycle.
  • SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred.
  • Experience supporting a Commercial Sales Force a plus.
  • Working knowledge of multiple human resource disciplines, including compensation and classification practices, organizational diagnosis, employee relations and investigations, diversity and inclusion, performance management, and federal and state respective employment laws a must
  • Project Management Skills a must
  • Excellent verbal and written communication skills.
  • Excellent interpersonal and customer service skills.
  • Excellent organizational skills and attention to detail.
  • Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
  • Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Strong analytical and problem-solving skills.
  • Proficient with Microsoft Office Suite or related software.
Other Characteristics:
  • Ability to work independently and as part of a team and maintain high ethical standards of integrity and quality.
  • Ability of having an innovative and dynamic approach to work.
  • A self-starter able to work independently but comfortable working in a team environment.
  • Ability to consistently exhibit Supernus Values in interactions with employees at all levels of the organization, vendors, customers and others.
  • Capable of performing other duties as assigned by Management.
  • Authorized to legally work in the United States without visa sponsorship.
Physical Requirements/Work Environment/Travel Requirements:
  • Sedentary work. Exerting up to 10 pounds of force occasionally and/or carrying objects. Sedentary work involves sitting most of the time.
  • The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer screen, iPad, or other electronic device; and extensive reading.
  • The worker is not substantially exposed to adverse environmental conditions.


Supernus Pharmaceuticals is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age or any other characteristic protected by law.

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)