Senior HR Manager – Operations Talent & Culture

Role Overview

• Serve as the Operations Graduate Program (OGP) program manager with oversight of the end-to-end program design, development, and execution
• Partner closely with business leaders and HR Business Partners to ensure the OGP program meets business needs and evolves in accordance with changing business priorities and leadership challenges;
• Continuously improve the design and management of the OGP program;
• Evolve program standards and business processes
• Foster a sense of community with program participants and ensure a positive participant experience
• Manage the financials associated with OGP including purchase orders, invoices, and budget forecasting and reconciliation to Finance Partners
• Maintain program-related resources
• Identify and continuously monitor meaningful metrics to assess program effectiveness and business impact
• Establish and sustain university partnerships to create a high-quality talent pipeline for the Operations Graduate Program, ensuring degree programs and candidate qualifications align with business and program needs while adhering to university policies
• Ensure team's close partnership with the enterprise Talent team, Talent Acquisition and University Relations, Global Mobility, and other key partners; collaborate with these teams to develop processes, tools, and resources that provide a seamless recruitment, selection, onboarding, and conversion experience
• Lead Ops T&C external partnership programs
• Develop and oversee the overarching external engagement and partnership strategy, including year-over-year roadmap and ongoing continuous improvement and evolution
• Manage the portfolio of Ops T&C partnerships; act as the relationship manager with external partners; identify how to best leverage the partnerships to support business needs; ensure the partnerships are achieving the intended outcome
• Maintain accountability for end-to-end management of Ops T&C external engagements, including planning, project management, and event execution
• Partner with business and HR stakeholders—including Talent Acquisition, University Relations, Operations T&C program managers, Operations leaders, and Hiring Managers—to define and deliver a shared vision that drives innovation, growth, and engagement, ensures successful program delivery aligned with enterprise philosophy and guidelines, and supports adoption of program enhancements through effective change management.
• Manage the financials associated with external partnerships
• Maintain program-related resources
• Identify and continuously monitor meaningful metrics to assess external partnership effectiveness and business impact
• Act as the direct manager for project management staff
• Provide direct supervision and leadership to one or more project managers who support the OGP, external partnerships, and PD FWT
• Provide continuous development, coaching, and mentoring to bolster career growth and performance improvement
• Serve as the program manager for the Process Development Functional Working Team (PD FWT)
• Set the vision and ensure alignment with PD talent and culture priorities
• Drive sustainment, alignment, and best practice sharing
• Act as the primary point of contact for PD sub-functional leads
• Manage monthly meeting agenda and meeting administration
• Oversee the implementation of core engagement programs
• Coordinate cross-PD events in support of the strategy
• Partner with enterprise Talent team to ensure initiatives, priorities, and outcomes are aligned with enterprise strategy, philosophy, and governance guidelines
• Travel for team and program events scheduled throughout the year

Requirements

• Doctorate degree
• Or Master’s degree and 2 years of leadership development, human resources, talent management, learning/instructional design, or project/program management experience
• Or Bachelor’s degree and 4 years of leadership development, human resources, talent management, learning/instructional design, or project/program management experience
• Or Associate’s degree and 10 years of leadership development, human resources, talent management, learning/instructional design, or project/program management experience
• Or High school diploma / GED and 12 years of leadership development, human resources, talent management, learning/instructional design, or project/program management experience
• MBA or Master’s degree in Industrial and Organizational (I/O) Psychology, Human Resources, Organizational Development, or other related disciplines
• Experience in human resources, learning, leadership development programs, and/or talent management
• People leadership experience
• Previous experience working in Operations in the biopharmaceutical industry
• Experience working across functions and geographies and in a matrixed organization
• Demonstrated strong project management skills with experience managing large projects involving multiple functions and shared accountabilities
• Strong analytical skills and understanding of how to use data to inform program and process design
• Ability to develop practical but innovative solutions to business problems without precedent
• Ability to see relationships among different projects and initiatives, and a drive to want to facilitate connections among them to ensure a more impactful outcome
• Strong executive presence and verbal and written communication skills
• Ability to develop relationships at all levels of the organization
• Demonstrated ability to understand the clients’ needs and translate them into actions
• Ability to provide individual coaching and feedback to business clients, team members, and program participants
• Ability to navigate a fast-paced environment and balance multiple priorities and competing demands
• Ability to navigate change and work with ambiguity
• A conviction for efficiency, ingenuity, and impact over activity
• Willingness to “speak up” and respectfully challenge previous processes to drive continuous change.

Benefits

• A comprehensive employee benefits package, including a Retirement and Savings Plan with generous company contributions
• group medical, dental and vision coverage
• life and disability insurance
• flexible spending accounts
• A discretionary annual bonus program, or for field sales representatives, a sales-based incentive plan
• Stock-based long-term incentives
• Award-winning time-off plans
• Flexible work models where possible.