Dir, HR Business Partner- G&A

Primary Responsibilities

Strategic HR Business Partnership

• Serve as the dedicated HRBP for G&A functional areas, supporting senior leaders and their teams across Finance, Legal, Compliance, IT, HR, Communications, and Corporate Affairs.
• Understand business goals and provide advice, counsel, and support to leaders in ensuring people strategies align with and deliver on organizational objectives.
• Act as a trusted advisor and coach to G&A leadership, influencing business and talent decisions by understanding the operating environment, enterprise priorities, and external trends.

Organizational Design & Change Management

• Guide managers in organizational design, talent management, and employee engagement initiatives to build organizational capabilities that support Servier's growth trajectory.
• Act as a change agent to the business through process design and approaches that support transformation, including integration of acquired organizations and scaling of G&A functions.
• Shape organizational design and lead large-scale organizational change, culture evolution, and enterprise transformation initiatives to drive agility and sustained performance.

Talent Strategy & Workforce Planning

• Design and execute talent strategies to strengthen leadership, attract, develop, and retain critical skills within G&A functions, fostering a high-performance culture.
• Build and guide workforce planning models, including the identification of skill gaps across G&A functions.
• Partner with Talent Acquisition to ensure a continuous pipeline of high-quality talent at all levels to support organizational needs and business growth.
• Utilize data, analytics, and external insights to identify emerging workforce and capability trends, translating complex information into actionable strategies.

Employee Experience & Relations

• Work closely with managers and employees to address all types of employee relations issues, helping managers optimize their leadership and coaching capabilities.
• Enhance employee experience and ensure consistent execution of performance management and other HR processes across G&A functions.
• Drive and support the full employee life cycle including talent acquisition, talent development, total rewards, and employee engagement.

Culture & Leadership

• Be a role model and culture champion with a mindset for influencing behaviors, actions, and norms across the company.
• Contribute to the ongoing development of Servier Pharmaceuticals' collaborative, empowered, patient-centric organizational culture.

HR Team Contribution

• Be a key member of the HR team and contribute toward building Servier Pharmaceuticals' culture, key learnings, skill building, and effective information sharing.
• Contribute to cross functional HR/Organizational priorities as needs arise.
• Partner with HR colleagues to build strategic and operational initiatives supporting the business.
• Mentor and coach less experienced HR colleagues in alignment with the organization's goals.

Candidate Profile

Education and Required Skills

• Bachelor's degree required; Advanced degree (MBA, MS in HR/OD) and relevant certifications (SPHR, SHRM-SCP) preferred, OR equivalent experience.
• 10+ years of progressive Human Resources leadership experience, with demonstrated expertise as an HRBP supporting G&A or corporate functions.
• Experience in the pharmaceutical or life sciences industry strongly preferred.
• Demonstrated track record of helping to develop and scale an HR function that is a mission-critical partner in the success of the business.
• Generalist HR experience including designing and building policies, benefits programs, compensation plans, feedback systems, talent acquisition, and training programs.
• Experience leading organizational change and M&A integration efforts in a high-growth environment.
• Strategic Thinking: Ability to translate business strategy into HR priorities and actionable plans.
• Business Acumen: Deep understanding of G&A functions and how they enable enterprise success; ability to align HR initiatives with business objectives.
• Leadership & Influence: Strong leadership skills with the ability to build trust and collaborate effectively across all levels of the organization; executive coaching capabilities.
• Communication: Superior communicator with the ability to influence and engage stakeholders at all levels.

Travel and Location

• This role will be in our Seaport office on a hybrid schedule with 2-3 days onsite required.
• Minimal travel (~10%) is required.