Director, Human Resources (Holly Springs Site)

The Opportunity

As the Director, Human Resources (HR) Business Partner for Holly Springs site, you will guide the strategic HR agenda, people programs aligned with the Seqirus HR and Business strategies and outcomes to enhance employee and business performance. You will achieve this by working collaboratively with business leaders to understand the business challenges and opportunities. You will develop and provide value adding solutions across a range of HR areas including, talent management, performance management, change management, organization design, capability development, strategic work force planning, employee engagement, employee / industrial relations and total rewards. You will work in partnership with the HR Operation Centers and the Centers of Excellence (CoE) specialist functions to use expert experience and provide insightful and feedback to specialist functions or important projects. Reporting to the Senior Director, Global Human Resources Business Partner Operations, you will lead through a matrix team of HR Business Partners and Business Consultants who will work with their client group to deliver on the HR Strategic objectives. This is an onsite role in Holly Springs, NC.

• Partner with HR specialists (local and global) to deliver integrated solutions
• Drive the organization towards the desired culture
• Demonstrate awareness of new issues in the marketplace and key business issues
• Contribute to organizational growth
• Ensure long-term people needs are identified and accommodated within business plans and management decisions
• Identify required future resource needs based on the strategic goals
• Establish clear deliverables and measures of success for people programs that are endorsed by the business
• Align and achieve global and local goals by managing conflicting priorities to achieve successful outcomes from both perspectives
• Partner with HR COE's to accomplish successful outcomes that align with global HR strategy and goals, and associated action plans
• Develop plans and provide recommendations to senior leaders for addressing important issues from both a business perspective and an HR perspective

• Influence and Build relationships with executive team and people managers to position HR as a trusted advisor to the business
• Drive the talent agenda to build a sustainable pipeline of great people through acquisition, appropriate talent moves, retention and development actions
• Courageously challenge the business leaders they support to provide a better outcome on people related matters
• Provide coaching and support to senior leaders to lead high-performance enables the delivery of superior performance
• Obtain and use available people and business metrics to inform and manage people decisions
• Facilitate business and people practices to enhance outcomes
• Develop and deliver actions with subject matter experts, to address more complex people related issues including change management, executive level recruitment and leadership development, and workforce planning
• Deliver solutions that are aligned to global strategy and frameworks

• Create and maintain a world class HR team and an engaging work environment by defining and communicating a compelling vision for the future
• Foster collaboration and a "ONE HR" mindset and approach
• Raises the performance bar of the team by providing challenging, stretch tasks that align with individuals development needs
• Provide feedback and regular performance coaching to direct and indirect reports
• Identify and build a pipeline of HR talent who have deep technical expertise for the role
• Build the skills, knowledge, and confidence of all team members
• Manage appropriate delegation to meet required timelines

• Use the Seqirus talent process to identify critical roles, talent and assess talent and pipeline risks across client groups
• Recommend and take actions to strengthen the talent pipeline through retention, acquisition, appropriate talent moves and development
• Lead and influence strategic talent and succession discussions to ensure capability requirements for the future are met
• Work with Senior leaders to ensure talent strategies are owned and championed by the business, and are integrated into overall business planning
• Drive the implementation and establishment of Seqirus's talent and leadership frameworks and associated components

• Identify important capability gaps in your client group; technical and leadership (which are future focused)
• Develop and deliver actions with subject matter experts, to address key capability gaps to meet future technical and leadership requirements
• Coach leaders and provides the tools to help them to build individual development plans to build their capability

• Deliver the cyclical end-to-end Performance Review and Development process
• Coach leaders on the performance planning and review processes including SMART goals and giving feedback
• Ensure leaders differentiate individual performance
• Coach and develops leaders to manage underperformance using the agreed organizational processes
• Drive the focus of performance management towards continual feedback and coaching throughout the year, and the quality of the performance discussions

• Provide guidance and feedback to senior leaders to build leadership capability to help develop the desired Culture
• Work with leaders to identify barriers and deliver actions to build the desired culture
• Works with leaders to develop an action plan to address important areas of focus from the employee engagement survey, ensuring agreement on the company action plan
• Work with the leadership team to deliver actions to support an increase in engagement

• Engage with leaders to develop people's capacity and readiness for change
• Develop and implement change processes to support the people strategy
• Build the capability of leaders to manage sustainable change

• Deploy actions to deliver total rewards strategy across the organization using agreed policies

• Manage workforce supply and demand requirements by identifying requirements that support our strategy
• Deliver actions to meet demand through a variety of strategies including resourcing, learning and development, retention, talent and succession management

• Build strategic thinking into the organization design model to ensure "fit for future" organization architecture that enables the organization to respond to market factors; economic, social and political changes

• Bachelor's degree in human resource management, organizational psychology, business or related field is essential; Master's degree strongly preferred; SHRM certification preferred
• 10+ years experience in progressive HR Business Partner roles
• Demonstrated experience in HR leadership for a manufacturing site or life sciences related industry
• Deep and broad knowledge of implementing HR processes gained in a dynamic global organization