Eppendorf is looking for a Senior HR Business Partner based out of our state-of-the-art facility in Enfield, Ct. This is an exciting opportunity for a well-rounded and experienced Senior HR Professional who is looking to be a strategic partner while being hands-on within the business and HR team.
The Senior HR Business Partner is a strategic partner, aligning business objectives and HR practices within a designated business unit(s). The Senior HR Business Partner (SrHRBP):
Is a consultant to the HR VP, department leadership teams, global HR team, business unit(s), and employees on Human Resources related issues.
Is a change agent and employee champion, continually assessing and anticipating HR-related needs.
Formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.
Takes an active role in developing new concepts, according Eppendorf’s and employee’s needs, promoting high customer satisfaction in accordance with US and Global standards.
Acts as the direct manager for team of HR Business Partners across the NA organizations with the ability to act tactically while thinking strategically.
Proactively consults with leadership on HR topics while demonstrating a comprehensive understanding of the business and it’s strategies; provides coaching and support to management around key people management activities (e.g., performance management, employee relations, talent management, learning and development, hiring and recruitment).
Anticipates, identifies and facilitates resolution of employee relations issues; conducts thorough investigations to gather all facts and make appropriate recommendations; seeks guidance from HR VP and legal counsel as appropriate; maintains detailed documentation to protect the interests of the company and mitigate risk.
Partners across the HR function to develop and execute corporate HR programs and initiatives; reviews corporate HR programs for fit with the business unit’s objectives in a timely manner; shares data and makes recommendations to improve programs or implementation of plans.
Partners with business leaders to develop new roles and competencies that support the business strategy; seeks guidance from compensation COE on appropriate job leveling and compensation.
Partners with Talent Acquisition on strategic sourcing and recruitment to meet the hiring needs of the business.
Generates and analyzes HR metrics and reports to assess and communicate the effectiveness of people management practices including performance management, recruiting, employee relations, retention, turnover, talent management, etc.
Conducts exit interviews with employees who voluntarily resign from the organization; follows up on feedback as appropriate, tracks results, analyzes data, and prepares reports.
Facilitates the annual performance management process by leading performance differentiation sessions with managers, communicating performance review and goal setting instructions to employees and managers, and tracking compliance.
Ensures compliance with HR-related federal, state, local and company rules and regulations by staying abreast of general and common HR regulations and legal resources; contributes to the development of compliance components of policies and programs; regularly reviews business and human resource activities and reports for compliance issues; and takes corrective action to address and prevent future non-compliance.
Manages performance, sets expectations, acts as final approver on risk management topics such as terminations, RIF’s, restructure activities, etc.
Bachelor’s degree in Human Resources, Business or related field required
Master’s degree in Human Resources, Business or other related field preferred
Experience in the Life Science industry a plus
Effectively demonstrates Eppendorf’s key competencies in the following ways:
Customer Focus - building strong relationships across the organization and delivering customer-centric solutions
Decision Quality - Making well-informed and timely decisions that keep the organization moving forward
Collaborates - Building partnerships and working collaboratively with others to meet shared objectives
Drives Results - Balancing competing priorities without comprising quality. Consistently achieving results with a sense of urgency.
Communicates Effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences
Manages Ambiguity – Resourceful and resilient; operates effectively, even when things are not certain or the way forward is not clear
Instills Trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity
Ensures Accountability - Holding self and others accountable to meet commitments
Cultivates Innovation - Creating new and better ways for the organization to be successful
Are you interested in learning more about this exciting opportunity? If so, submit an application online at www.eppendorf.com.
- Please note that all documents uploaded to the application must be one of the following file types: .pdf, .docx, or .xlsx
Eppendorf and all of its subsidiaries are equal opportunity employers. As such, it is our corporate policy to fill positions with qualified candidates regardless of the candidate's race, color, sex, age, religion, ancestry, national origin, citizenship status, marital status, sexual orientation, gender identity, genetic information, disability, pregnancy, military status, veteran status or any other protected group status.