Human Resources Manager 'cleanroom' GMP | HR Manager | HRBP job

Human Resources Manager 'cleanroom' GMP | HR Manager | HRBP job New Jersey | People | Staffing | Talent Manager

• Now need someone in Manufacturing site in NJ - new role
• Reports into Site Head of Operations
• Moving the role inhouse from prev. using Consultancy in this capacity
• Challenges will be t/o in Manufacturing Plant industry standard
• Processes need to evolve to keep pace with growth (size grown from 100 to 200 in a year) - needs streamlining
• Important you want to do the day to day operational elements as well as managerial / HRBP / strategic piece
• Need to be a little flexible with your time to facilitate needs of staff on both shifts day and night shifts so manage that pattern within your role
• Need to believe in communication as a tool - thought oriented
• Industry experience will be GMP experience within the last 18 months to understand the latest trends in the sector (Pharma, BioTech, Medical Device, Aerospace etc)
• This is a 'non-union shop' environment

3 aspects to the job:

1. Talent Acquisition and Onboarding element - (managing in-person interview process, getting feedback, contract negotiations, onboarding and orientations
2. HRBP element - In reference to dealing with succession planning, retention, performance evaluation, KPIs, employee relations
3. Process improvement - Looking at HRIS, Performance evaluations, across the manufacturing piece within the business

The HR Manager’s responsibilities will include talent acquisition, onboarding processes, supporting change initiative, HR analytics, performance management and compensation administrations. Responsibilities will include supporting ongoing initiatives to improve processes, procedures and systems implementation.

• Provide human resources support and solution delivery of programs, products, services, and all tactical components of the site.
• Manage delivery of HR services in the form of talent engagement, leading change, first level employee relations, compensation administration and performance management.
• Work with hiring manager and Staffing (RPO on site) to facilitate recruiting, ensure diversity action goals and job requirements are supported. Ensure employment offers are aligned with the compensation and other terms and conditions of employment are fair, equitable and comply with all applicable company policies and guidelines.
• Provide ongoing support to managers and employees for development, talent management, performance coaching and other questions and concerns.
• Ensure consistent interpretation, application and support of Human Resources policies by effective communication, advice and direction to assigned client group.
• Identify, develop and conduct training, development and engagement programs.
• Participate in special projects including assistance with annual performance review process, compensation analysis, summer internship program, succession planning, organizational expansions, ad hoc reporting and other human resources related projects.

Qualifications

The following listed requirements need to be met at a minimum level to be considered for the job:

• An undergraduate degree (BA/BS) within a relevant course of study;
• Solid business experience within the Human Resources function, preferably with experience in the life sciences/healthcare products industry
• Work experience within an entrepreneur startup and early stage corporate environment, as defined by size, geographic presence, organizational structure and complexity.
• Hands on ability to manage the full range of administrative capability to strategic thinking
• A proven ability to serve as a business partner with experience as an HR generalist.
• Ability to travel (5%)

• Employee Relations, Regulatory and Compliance Knowledge: In depth understanding of regulatory, compliance and labor law knowledge and how to apply it across diverse situations. Skilled in conflict resolution.
• Experience and proficiency in functional components of human resources including ability to implement HR programs in areas such as: performance management, year-end compensation planning, workforce planning and structure, employee engagement, employment law, talent development, organization design, employee relations, compensation, benefits, and recruitment
• Demonstrated reasoning abilities and sound judgment
• Strong communicator verbally and in writing; strong presentation skills
• Resourceful, well organized, and results-oriented
• Inclusive management style – advocate of working as a team player, good player-coach, a can-do attitude and not afraid to roll up sleeves
• Business planning and project management skills
• Experience partnering with HR services to address the needs of differing business units while considering alignment with Company objectives
• Some specific experience within a learning or organizational development curriculum
• Inquisitive: Shows curiosity, asks probing questions and challenges the status quo to make strong decisions while managing and supporting the organizational changes
• Excellence focused: Demonstrates discipline and commitment to turn strategy into reality; drives results by focusing on prioritization and continuous improvement
• Optimistic: Has a positive outlook; aligns with business needs and has a can-do, collaborative attitude
• Open and Authentic: Is emotionally intelligent and drives diversity of thought, people and perspectives
• Adaptability: Flexible to change action or plants to suit the business requirements and changes.
• Build Relationships: Builds authentic partnerships and connects across groups to get things done
• Business Partnership: Proactively demonstrates and supports partnerships within the site to drive our core values
• Critical Thinking: Formulates clear, rational and informed solutions and insights that drive better decisions and future state of the business
• Problem Solving where critical thinking and analytics are used to address problems, issues and solutions