Senior Director Human Resources

Reporting to the Chief Human Resources Officer, this role develops, leads, and continuously improves the Company's HR operational infrastructure, HR systems, workforce analytics, compliance programs, HR processes, and HR business partnership function.

Responsibilities

• HR Operations and Infrastructure
  • Develop and enhance scalable HR programs, systems, and operational processes that support current business needs and future organizational growth.
  • Establish standardized HR procedures, service levels, documentation, and accountability across all HR operations.
  • Oversee the full employee lifecycle, including onboarding, employee changes, promotions, transfers, leaves of absence, organizational restructures, and offboarding.
  • Identify opportunities to streamline processes, reduce manual work, improve service delivery, and enhance both employee and manager experiences.
  • Maintain accurate employee records in accordance with company policies, legal requirements, and record retention standards.
  • Partner with Payroll, Finance, Legal, IT, and other business functions to ensure effective governance and administration of HR processes.
• Public Company and SOX Compliance
  • Lead the development, documentation, implementation, and ongoing evaluation of HR-related SOX controls.
  • Ensure HR systems, compensation processes, payroll inputs, employee data updates, system access, approval workflows, and supporting documentation comply with internal control requirements.
  • Partner closely with Finance, Legal, Payroll, and external auditors during SOX compliance testing and financial audits.
  • Maintain appropriate segregation of duties, approval processes, system access controls, audit trails, and supporting documentation across HR systems and operations.
• Compensation and Benefits
  • Collaborate with key stakeholders on compensation planning, annual merit cycles, promotions, incentive programs, executive compensation, equity administration, and employee benefits.
  • Ensure compensation and employee transaction processes include appropriate approvals, documentation, internal controls, and system updates.
  • Support the administration and evaluation of employee benefit programs while managing relationships with external vendors.
• HRIS and HR Technology
  • Serve as the primary owner of the organization's HRIS and related HR technology platforms.
  • Assess existing HR systems and recommend improvements that enhance operational efficiency, reporting capabilities, compliance, and user experience.
  • Partner with IT and technology vendors to manage integrations between HRIS, payroll, benefits, recruiting, performance management, learning management, and other enterprise systems.
  • Establish HR data governance standards, including system ownership, user access, data quality, entry protocols, change management, and security controls.
  • Develop dashboards, reports, and workforce analytics that provide leaders with actionable business insights and support strategic decision-making.
• HR Business Partnership
  • Build trusted relationships with business leaders by developing a strong understanding of organizational priorities, operational challenges, workforce needs, and talent risks.
  • Advise leaders on organizational design, workforce planning, performance management, succession planning, leadership development, employee relations, and change management initiatives.
  • Translate business strategies into practical talent management and organizational development solutions.
  • Support organizational restructuring, mergers and acquisitions, business integrations, and other major organizational initiatives.
• Employee Relations and Compliance
  • Provide expert guidance on employee relations matters, workplace investigations, performance management, disciplinary actions, leaves of absence, workplace accommodations, and employee separations.
  • Lead the development, review, implementation, and communication of HR policies, employee handbooks, procedures, manager resources, and compliance training programs.
• Talent and Performance Management
  • Support the design and administration of performance management, talent review, succession planning, leadership development, and employee engagement initiatives.
  • Partner with Talent Acquisition, as needed, to strengthen workforce planning, recruiting operations, candidate experience, and hiring manager effectiveness.
  • Provide guidance on promotions, career development, internal mobility, and leadership capability development.
  • Manage HR vendors, consultants, technology providers, budgets, and contractual relationships.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field required; advanced degree such as an MBA preferred.
• 12+ years of progressive Human Resources or HR Operations experience within the life sciences industry, or an equivalent combination of education and relevant experience.
• Demonstrated success evaluating, implementing, and optimizing HR systems and technology platforms.
• Experience managing recruiting operations, employee benefits, and leave administration.
• Strong knowledge of federal and multi-state employment laws and regulatory compliance.
• Excellent project and program management skills with the ability to manage multiple initiatives simultaneously while maintaining strong organizational discipline and attention to detail.
• Excellent communication, interpersonal, and relationship management skills with the ability to collaborate effectively across all levels of the organization and with external partners.
• Strong analytical, critical thinking, and problem-solving skills with a strategic business mindset.
• Ability to travel periodically, including up to 25% travel, which may require overnight stays.

Benefits

• Group healthcare plans offering medical, dental, vision, and basic life and AD&D insurance for employees and eligible dependents.
• Additional benefit programs including short-term and long-term disability insurance, flexible spending accounts, health savings accounts, and voluntary insurance programs (voluntary life, AD&D accident, and critical illness).
• Enrollment in the Company’s 401(k) plan.
• 10 hours of paid vacation time accrued every month.
• 1 hour of paid sick leave accrued for every 30 hours worked.
• 17 paid holidays each calendar year, including a winter closure, subject to applicable Company policies.

Pay

$266k to $284k annually.