Sr Human Resource Business Partner

Aug 19, 2024

Sr Human Resource Business Partner

Hybrid - PA

Overview

Lead, manage and coordinate the overall planning & delivery of Human Resource activities, services, policies and programs in support of the business plan and strategic direction of the organization. Manage the day-to-day operations of the Human Resource department. The Sr HR Business Partner consults with Business leaders providing information and guidance in employment and compliance to regulatory concerns regarding employees specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, benefits and compensation. The SHRBP provides strategic leadership by articulating HR needs and plans to the Executive Leadership team.

Responsibilities

Manages the Talent Acquisition functions, which may include recruitment, interviewing, and hiring of qualified job applicants. Collaborates with departmental managers to understand skills and competencies required for openings and succession planning. Works with outside agencies to fulfill requisitions as may be needed.
Develop HR plans and strategies to support the achievement of the overall business operations objectives. Function as a strategic business partner to the executive leadership team, department leaders and people leaders regarding key organizational and HR management issues.
Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Collaborates with Organizational Development to create learning and development programs and initiatives that provide employee relations understanding and compliance for employees.
Attends, conducts and participates in employee disciplinary meetings, terminations, and investigations.
Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Conducts or acquires background checks and employee eligibility verifications.
Implements new hire orientation and employee recognition programs.
Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate partners.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Collaborates with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and retention.
Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs.
Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
In conjunction with talent acquisition develops and executes best practices for hiring and talent management.
Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
Develops and implements departmental budget.
Ability and desire to work a project to completion meeting and or exceeding timeline deliverables.
Participate and work on projects as may be assigned
Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
Demonstrate and drive the Ancillare mission, values and strategy.
Participate and contribute positively to process improvement initiatives.
Enhances organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job.
Travel as may be required.
Perform other duties as assigned.

Qualifications

A BS/BA degree from an accredited college/university required; MBA or MA/MS in human resources or related field preferred.
A minimum of 12 years of HR experience, with at least five years in a leadership capacity. International HR experience a plus.
Minimum of 8 years of experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred.

Requirements

Ability to effectively communicate in English both written and verbal.
Ability to partner and successfully gain collaboration across all levels of the organization.
Demonstrated ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Demonstrated ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Proficient with Microsoft Office Suite or related software.
Strong supervisory and leadership skills.
Ability to adapt to the needs of the organization and employees.
Ability to prioritize tasks and to delegate them when appropriate.
Thorough knowledge of employment-related laws and regulations.
Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.

I'm Interested

Frank Santomauro

Jul 26, 2024

Frank Santomauro, Co-Founder & Chief Commercial Officer

Frank Santomauro, Co-Founder and Chief Commercial Officer of Ancillare LP, has a career that has spanned more than 35 years, in which time he has led and grown several successful companies. Prior to co-founding Ancillare, the results driven leader focused on revenue growth and value creation. A proud Villanova University graduate, Frank spent decades as a Strategic Sales and Marketing Executive creating a pattern of spearheading successful enterprise-wide global initiatives within Fortune 50 organizations. Frank’s accomplishments include developing enhanced training and sales techniques as well as creating agile people development processes.

Frank’s exemplary track record extends across diverse industries and product sets. His experience as a serial entrepreneur has seen him realize global results for companies across the pharmaceutical, office product, real estate and automotive industries. Whatever the endeavor, his ability to grow top and bottom line revenue has led to consistent commercial success in both large and small organizations.

Frank continues to lead Ancillare’s Executive Leadership and Management teams on major strategic initiatives and growth opportunities.

Mike Brown

May 29, 2024

Mike Brown, Chief Business Officer

Michael Brown is the Chief Business Officer at Ancillare and is responsible for the overall growth strategy of Commercial Operations, including direct oversight of Business Development and Marketing.

Michael has over 25 years of experience in global business development, client relationships, and clinical trial management innovations within the pharmaceutical and CRO industries. Working closely with other senior leaders, Mike will help drive growth, ensure financial strength, and maintain the organization’s competitive edge.

Michael holds a Bachelor of Business Administration from The Wharton School of the University of Pennsylvania. He also served in the United States Air Force.

Danielle Frederick

Nov 15, 2023

Danielle Frederick, Vice President, Clinical & Business Operations

Danielle Frederick provides global leadership and strategic direction to enhance Ancillare’s clinical operations, global distribution, and supply chain management initiatives. She has played an integral role in enhancing quality focus throughout the organization. Previously, Danielle served in various quality management positions at Ancillare, Fisher Clinical, and West Pharmaceutical Services, specializing in quality audits, supplier quality, document control, and training. Danielle holds a Bachelor of Science in Business Administration from the California Coast University and maintains multiple certifications, including the Executive Leadership Certificate from Cornell University, ASQ Certified Quality Auditor and Certified Manager of Quality and Organizational Excellence.

Cathy Porretti

Nov 15, 2023

Cathy Porretti, Chief Global Operations Officer

Cathy Porretti has contributed to Ancillare’s rapid growth since the company’s inception in 2006, with high leadership and involvement in all ERP and financial operations. She has played a key role in managing and scaling Ancillare’s global operations, having served in a Global Operations Executive Leadership capacity for nearly 30 years. She is a key strategist among the company’s leadership, developing innovative solutions for the ancillary supply chain worldwide. As a subject matter expert on Ancillare’s global distribution network, Cathy has overseen the company’s expansion into new and emerging markets, leading day-to-day and strategic management of key depots across the globe.

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Sr Human Resource Business Partner

Hybrid - PA

Apply Now

Overview

Responsibilities

Manages the Talent Acquisition functions, which may include recruitment, interviewing, and hiring of qualified job applicants. Collaborates with departmental managers to understand skills and competencies required for openings and succession planning. Works with outside agencies to fulfill requisitions as may be needed.
Develop HR plans and strategies to support the achievement of the overall business operations objectives. Function as a strategic business partner to the executive leadership team, department leaders and people leaders regarding key organizational and HR management issues.
Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Collaborates with Organizational Development to create learning and development programs and initiatives that provide employee relations understanding and compliance for employees.
Attends, conducts and participates in employee disciplinary meetings, terminations, and investigations.
Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Conducts or acquires background checks and employee eligibility verifications.
Implements new hire orientation and employee recognition programs.
Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate partners.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Collaborates with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and retention.
Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs.
Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
In conjunction with talent acquisition develops and executes best practices for hiring and talent management.
Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
Develops and implements departmental budget.
Ability and desire to work a project to completion meeting and or exceeding timeline deliverables.
Participate and work on projects as may be assigned
Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
Demonstrate and drive the Ancillare mission, values and strategy.
Participate and contribute positively to process improvement initiatives.
Enhances organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job.
Travel as may be required.
Perform other duties as assigned.

Qualifications

A BS/BA degree from an accredited college/university required; MBA or MA/MS in human resources or related field preferred.
A minimum of 12 years of HR experience, with at least five years in a leadership capacity. International HR experience a plus.
Minimum of 8 years of experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred.

Requirements

Ability to effectively communicate in English both written and verbal.
Ability to partner and successfully gain collaboration across all levels of the organization.
Demonstrated ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Demonstrated ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Proficient with Microsoft Office Suite or related software.
Strong supervisory and leadership skills.
Ability to adapt to the needs of the organization and employees.
Ability to prioritize tasks and to delegate them when appropriate.
Thorough knowledge of employment-related laws and regulations.
Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.

I'm Interested