Chief Human Resources Officer

Essential Duties And Responsibilities

• Partners with executive leadership to translate long-term business strategy into an integrated global people strategy that drives growth, innovation, and organizational effectiveness.
• Serves as an active member of the executive team; participates in executive staff, strategic planning, and business review meetings and contributes to enterprise decision-making.
• Acts as a trusted advisor and coach to senior leaders on people matters including organizational design, change management, leadership effectiveness, and complex workforce decisions.
• Leads enterprise organizational design and workforce planning to align structure, roles, and capabilities with evolving business and pipeline priorities.
• Provides HR leadership for mergers and acquisitions, including people due diligence, organizational integration, retention, and harmonization of programs and policies.
• Leads change initiatives that support transformation, engagement, and a connected employee experience across regions.
• Develops and owns the HR operating plan and budget, and manages external vendors, advisors, and outsourced partners to deliver results efficiently.
• Establishes human capital metrics and workforce analytics to inform decisions and measure the impact of people programs.

Board And Compensation Committee

• Serves as the primary management liaison to the Compensation Committee; prepares and presents materials.
• PARTNERS WITH THE COMMITTEE CHAIR AND ITS INDEPENDENT COMPENSATION CONSULTANT.
• LEADS EXECUTIVE AND NON-Employee DIRECTOR COMPENSATION APPROACH, INCLUDING INCENTIVE AND EQUITY PROGRAM DESIGN, PEER BENCHMARKING, AND PAY-FOR-PERFORMANCE ALIGNMENT.
• PARTNERS WITH THE BOARD AND CEO ON EXECUTIVE SUCCESION PLANNING, LEADERSHIP ASSESSMENT, AND HUMAN CAPITAL RISK OVERSIGHT.

Total Rewards, Talent, and Performance

• RESEARCHES, DEVELOPS, AND IMPLEMENTS COMPETITIVE, MARKET-ALIGNED COMPENSATION, BENEFITS, RECOGNITION, AND PERFORMANCE MANAGEMENT PROGRAMS ACROSS ALL LEVELS AND GEOGRAPHIES.
• LEADS GLOBAL TOTAL REWARDS STRATEGY, INCLUDING HEALTH AND WELFARE BENEFITS, RETIREMENT, GLOBAL MOBILITY, AND PAY EQUITY.
• BUILD BUILD GLOBAL TALENT ACQUISITION STRATEGY, INCLUDING EXECUTIVE AND HARD-TO-FILL TECHNICAL AND SCIENTIFIC HIRING, EMPLOYER BRANDING, AND ORGANIZATIONAL ONBOARDING.
• BUILD BUILD LEAD AND DEVELOP THE HR TEAM, AND PROVIDE GUIDANCE TO MANAGERS ON EMPLOYEE RELATIONS, COMPENSATION, AND BENEFITS MATTERS.
• OVERSEES INVESTIGATION OF EMPLOYEE RELATIONS ISSUES AND DETERMINES APPROPRIATE REMEDIES, INCLUDING COUNSELING, VERBAL OR WRITTEN WARNINGS, AND TERMINATIONS.

Global HR Operations and Compliance

• DIRECTS HR OPERATIONS ACROSS MULTIPLE COUNTRIES AND LEGAL ENTITIES, ENSURE COMPLIANCE AND CLEAR COMMUNICATION OF EMPLOYMENT, BENEFITS, INSURANCE, AND LABOR LAWS, INCLUDING WORKS COUNCILS, PEO/EORS, AND COUNTRY-SPECIFIC REQUIREMENTS.
• MANTAINS CURRENT KNOWLEDGE OF EMPLOYMENT LAW, REGULATIONS, AND BEST PRACTICES ACROSS JURISDICTIONS, AND ENSURES ORGANIZATIONAL COMPLIANCE AS LEGISLATION EVOLVES.
• PARTNERS WITH LEGAL, FINANCE, AND LEADERSHIP ON HUMAN CAPITAL, SOX-RELATED DISCLOSURES/AUDITS, AND METRICS.

HR Function, Systems, and Employee Relations

• SELECTS, IMPLEMENTS, AND OPTIMIZES THE HRIS AND BROADER TECHNOLOGY STACK, INCLUDING AI, TO MEET THE ORGANIZATION’S GLOBAL INFORMATION AND REPORTING NEEDS.
• BUILD, LEAD, AND DEVELOP THE HR TEAM, AND PROVIDE GUIDANCE TO MANAGERS ON EMPLOYEE RELATIONS, COMPENSATION, AND BENEFITS MATTERS.
• OVERSEES INVESTIGATION OF EMPLOYEE RELATIONS ISSUES AND DETERMINES APPROPRIATE REMEDIES, INCLUDING COUNSELING, VERBAL OR WRITTEN WARNINGS, AND TERMINATIONS.

Requirements & Qualifications

• Bachelor’s degree in human resources or related field, Masters, or law degree preferred.
• Minimum of 15+ years’ experience in Human Resources, 10+ years in leadership.
• Global HR experience required.
• Previous HR leadership experience with a publicly traded company.
• Experience with life sciences or biotech sectors preferred.
• Considerable knowledge of principles and practices of HRM, OD and HR administration.
• Strong knowledge of current global employment laws and other government compliance regulations is required.
• Ability to objectively coach employees and management through complex, difficult, and emotional issues.
• Capacity to make recommendations to effectively resolve problems or issues, by using judgment that is consistent with standards, practices, policies, procedures, regulations, or government law.
• Strong ability to organize and prioritize work.