Job opportunities

Senior Human Resources Business Partner

Location

Illinois

City

Deerfield

Department

505 - Human Resources

Description

 

No company knows the brain better. Lundbeck is uncompromisingly committed to the research, development and delivery of targeted therapies for people living with significant psychiatric and neurological disorders. At Lundbeck, we believe life is too beautiful to be interrupted by brain disorders. So, we pursue imaginative solutions, driven by passionate people committed to do the right thing for our patients, our company and our communities. Lundbeck strives to be a leader in depression, schizophrenia, Alzheimer’s disease and Parkinson’s disease.

For Lundbeck, making a meaningful difference for patients is more than an aspiration: it is a commitment that shapes everything we do. Our advocacy for patients isn’t an invented “company value” – it is at the core of who we are and motivates every individual at Lundbeck. Our ongoing engagement with patient communities is not what you might expect from a pharmaceutical company – we create our own programs to help patients and caregivers not simply manage their conditions but thrive in spite of them.

SUMMARY: 

The purpose of the Senior Human Resources Business Partner (Sr. HRBP) position is to lead the management of the HR relationship with the US Drug Development, Business Effectiveness and Public Affairs organizations. This role will challenge, support and add value to the business in pursuit of their objectives and overall strategy. Additionally, this role will create HR plans that drive optimal business performance in terms of Change Management, Talent Management, Resourcing, Performance Management and Leadership Capability; ensuring all are in line with HR polices and standards and the goals of the Lundbeck organization. This position reports to the Director, HR Business Partners and Talent Management.

ESSENTIAL FUNCTIONS:

  • Acts as the lead HR business partner and internal consultant to the US Drug Development, Public Affairs and Business Effectiveness organizations. Establishes trust and credibility with leaders and acts as a valuable sounding board on organizational and talent issues.
  • Maintains thorough understanding of each group’s business, direction and goals, and identifies opportunities to enhance the groups’ capabilities and structure.
  • Provides guidance and advice to managers and leaders on talent management issues and their impact on performance, morale and organization effectiveness. Determines root causes to issues and recommends appropriate plans to optimize talent, structure and culture. Serves as a coach to develop leaders’ and managers’ skills and effectiveness.
  • Partners across North America affiliate and with Corporate work partners in support of HR initiatives and organizations that span regional boundaries.
  • In partnership with Compensation, consults with managers on pay decisions, policy and guideline interpretations and job evaluations, including designing and creating solutions to specific compensation related problems/needs.
  • As a key driver of our high-performance culture, ensures managers and employees understand and participate in the performance management and development programs. Additionally, facilitates the annual review process, inclusive of calibration sessions, career development planning and mentoring.  Coaches employees and managers on the process of resolving and/or addressing performance gaps.
  • Partnering with HR or other support functions across the organization, participates and/or takes lead roles in projects, new initiatives and process improvement teams along with ensuring functional excellence for HR processes and transactions.
  • Manages complex employee relations issues such as employee complaints, harassment allegations, and work/performance issues while ensuring legal compliance, leveraging employee abilities and managing risk. Effectively investigates issues, makes recommendations, and takes appropriate action.
  • Conducts exit interviews; analyzes trends in turnover, hiring, promotions, separations and grievances to determine support or action needed to adjust unfavorable trends; provides reporting and analysis on turnover trends.
  • Provides comprehensive consultation on the hiring and selection process. Works with hiring managers to develop robust job descriptions and ensures they have the resources and tools to identify and recognize the Operating Principle behaviors, key success factors and skills for the roles.

REQUIRED EDUCATION, EXPERIENCE, SKILLS and COMPETENCIES:

  • Accredited Bachelor's degree
  • Minimum 10 years’ progressive human resources experience with demonstrated success in partnering with key work partners
  • Demonstrated client focused orientation/consultative skills. Ability to empower, influence and coach others to improve their leadership effectiveness.
  • Ability to coordinate and manage multiple projects simultaneously
  • Ability to develop clear, actionable steps to support overall business strategy
  • Proven success in supporting global teams
  • Demonstrated ability to support organizational change
  • Strong organizational and analytical skills
  • Uses sound judgment:  makes timely, cost effective and sound decisions, makes decisions under conditions of uncertainty
  • Demonstrated employee relations experience, conducting workplace investigations, harassment claims and advising managers on implementing corrective action interventions
  • Strong working knowledge of local, state and federal regulations/laws/statutes impacting employees in the work environment including but not limited to hiring practices and termination scenarios
  • Ability to develop clear, actionable steps to support overall business strategy
  • Ability to self-direct and work effectively to influence without authority all levels of the organization, business partners, team members and senior leaders
  • Ability to prioritize workflow and requests to deliver high quality, value-added and timely advisory services to employees and management utilizing developed mediation/facilitation/conflict resolution skills
  • Ability to productively accept clear responsibility and accountability for results
  • Committed to the delivery of quality services, creates efficiencies
  • Experience working in a global company

PREFERRED EDUCATION, EXPERIENCE, SKILLS and COMPETENCIES:

  • Accredited MBA; SPHR or equivalent

TRAVEL

  • Willingness/Ability to travel up to 20% domestically. International travel may also be required.

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