Director - Human Resources
Alfasigma

Bedminster, New Jersey

Posted in Pharmaceuticals


This job has expired.

Job Info


Alfasigma USA is seeking an experienced HR Director that will serve as the Head of HR and will possess the tactical skills needed to drive recruiting, performance management, benefits, compensation, and HRIS throughout the organization. The ideal candidate will also have capability to provide strategic insights and partnering to the leadership team to assist in the continued growth at the Company while continuing to integrate with the global organization. The role requires business acumen, relationship savvy, cultural awareness, change management, consultative skills, and functional human resources expertise.

KEY FUNCTIONS: 

Leading HR Function – lead the 3-5 HR team members accountable for hiring, employee relations, benefits administration, and HRIS

  • Develop recruitment and hiring strategies to identify and source talent across the organization
  • Continue to build on the benefits strategies to ensure competitive benefit offerings in the overall model of total rewards and in alignment with the global organization
  • Ensure ongoing compliance and administration of Leaves of Absence polices and processes, in accordance with changing state and federal laws
  • In the areas of HRIS, compensation, and performance, continue to integrate the global policies and processes while considering and honoring U.S. compliance requirements and business needs
  • Ensure overall day-to-day continuity of HR operations
Business Partnering –  work with various leaders within the identified organizations to partner on all Human Capital issues, ensuring solutions are executed in a proactive manner
  • Provide strategic advice, and tactical support, counsel and consultative solutions to business leaders/managers on the people-management aspects of their business
  • Drive organization development, team effectiveness and employee engagement solutions that improve business performance
  • Put HR strategies into action: collaborate and consult on the design and delivery of HR programs with the HR Shared Services team to deliver effective solutions to the business
  • Acquire and maintain in-depth knowledge of each function/business with whom you partner
  • Drive execution of annual HR processes/programs within those functions/organizations including, performance management, talent assessment and reviews, individual development planning, and annual compensation cycle
  • Provide day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions)
  • Provide guidance and input on succession planning, workforce planning, and organizational structure
REQUIREMENTS:
  • BS/BA required
  • 8-10 years progressive human resources experience
  • Knowledge of State and Federal employment laws and regulations
  • Excellent communication skills, written and verbal
  • Demonstrated ability to influence and coach business leaders at multiple levels
  • Ability to drive for consistent results, particularly with people initiatives such as performance management, employee development, etc.
  • Ability to analyze data, identify trends, and recommend solutions to enhance processes, influence behavior, or improve outcomes
  • Periodic travel, as needed (10-15%), in support of field sales organization and multi-site customers in Covington and Shreveport, LA.  
","EqualOpportunityEmployerDescription":"Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities","PayTransparencyPolicyStatement":"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)


This job has expired.

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