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City: Parsippany-Troy Hills, NJ, USA State: NJ Career Level: 3 Occupation: 19
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Skills: plus years of progressive HR experience.
HR business partner experience in a global and matrixed organization preferred within healthcare, biotech or pharmaceutical industry with prior experience supporting a commercial teams a plus Bachelor’s degree required, MBA or Master’s degree preferred.
Ability to deal with ambiguity in a fast-paced environment while managing multiple competing priorities coupled with strong problem-solving skills.
Demonstrated abilities of collaboration and build relationships in a matrixed organization.
Strong relationship building and communication skills with the ability to influence.
Proven ability to establish trust and credibility with stakeholders.
Knowledge of federal and state employment laws. Recruitment Education: 2 Requirement: Provides counsel on employee relations issues and may conduct occasional investigations within the scope of the US business.
Provides HR input into cross-functional Company initiatives and process/policy development, implementation and application and may work on ad hoc projects that impact US general employee population.
Demonstrated ability in managing and resolving con?ict with long-term solutions.
Coach/mentor senior leaders for leadership development, succession planning, and talent management.
Ensures consistency in the application and enforcement of policies and procedures and compliance with applicable laws and regulations.
Serves as a critical member of the Business Unit Leadership Teams. Description: Works closely with the Business Unit head and other assigned business leader(s) to enable business growth and performance through understanding the overall business strategy, developing relevant people initiatives s and executing against them.
Assists in the creation of a commercial-wide people strategy and implements programs to ensure aligned talent, resources, and processes to flex with the organization’s growth and multiple product lines.
Leads change management, engagement, and retention initiatives in partnership with business and HR leaders, leveraging the Ferring leadership Principles and Global HR processes.
Identifies gaps and develops solutions to drive improvements through data-driven decision making Interprets key HR metrics to deliver customized action planning and support.
Collaborates and partners very closely with the HR COE leaders (Total Rewards, Diversity Equity and Inclusion, Learning & Development, Talent Management, Talent Acquisition) to drive overall organization effectiveness and a culture of performance and inclusion.
Leads talent management process for assigned client areas and identifies opportunities for talent movement across commercial functions.
All your information will be kept confidential according to EEO guidelines.
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