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Integrichain Remotiveabout 2 years ago
Apply Nowabout 2 years ago
IntegriChain is the data and application backbone for market access departments of Life Sciences manufacturers. We deliver the data, the applications, and the business process infrastructure for patient access and therapy commercialization. More than 250 manufacturers rely on our ICyte Platform to orchestrate their commercial and government payer contracting, patient services, and distribution channels. ICyte is the first and only platform that unites the financial, operational, and commercial data sets required to support therapy access in the era of specialty and precision medicine. With ICyte, Life Sciences innovators can digitalize their market access operations, freeing up resources to focus on more data-driven decision support. With ICyte, Life Sciences innovators are digitalizing labor-intensive processes – freeing up their best talent to identify and resolve coverage and availability hurdles and to manage pricing and forecasting complexity.
We are headquartered in Philadelphia, PA, with offices in Ambler, PA, Raleigh, NC, and Pune, India. For more information, visit www.integrichain.com, or follow us on Twitter @IntegriChain and LinkedIn.
The Senior Human Resources Business Partner works collaboratively with other members of the People & Culture team and in direct partnership with IntegriChain leadership to support the development, culture, and growth of the organization(s) to which they are aligned. The person holding the HRBP role also has the unique opportunity to directly manage key People Operations areas, thereby operating in a hybrid role that supports the organization in its entirety, while providing specific business partnership to approximately four business units. This role may have team lead or direct management responsibility for (1-2) People & Culture team members.
This role operates as the connective “glue” for the organization, developing relationships with all employees from recruit to retire, supporting employee onboarding, training, and development, and working with ELT members, senior leaders and managers alike in the coaching, guidance and management of their teams. Key areas of focus for this role include culture and connectivity, performance management, employee engagement, positive employee relations, Human Capital Management Systems, compensation cycle management and leave management.
The scope of this role is to primarily and predominantly support the work of the following business units and functions:
- Managed Services (~125 employees)
- Product & Technology (~90 employees)
- Data Products (~50 employees)
- Support Functions, including Marketing, IT, Finance & Compliance and P&C (~30 employees)
Additionally, the person in this role will lead the US & Global People Operations activities in the areas of:
- HRIS (US ADP) & downstream systems
- US Immigration
- US Leave Management
- Global Annual Merit & Bonus Planning and Management Process
HRBP Functions:
Strategic Focus
- In collaboration with senior leadership, lead key initiatives which support the organization and BU/department’s vision, growth, and people strategies.
- Assist ELT/Senior Leaders and VP of Org Dev & People Ops to ensure optimal organizational design is in place for current and future needs
- Provide guidance on engagement within business units/departments to our various programs and policies, ensuring best practices developed by P&C are being rolled out and utilized within assigned areas of the business.
- Effectively communicate/support communication of the organization’s vision and values in interviewing, training, employee development and employee messaging.
- Assist in development and implementation of strategic people-focused initiatives for the organization within the focused BU’s/department.
- Continuously develop, nurture, and maintain IntegriChain’s culture through employee connectivity and transparent communication.
People Management & Development
- Gain understanding of the level of necessary experience, skills, competencies, areas of subject matter expertise, areas of interest and focus areas for development across the supported organization/teams.
- Support the ongoing compensation strategy, planning and administration for the supported organization(s) and functions; ensuring compensation bands are being adhered to and ensuring pay-equity within associated business units.
Employee Development & Performance Management
· In partnership with leadership and Senior O&TD Manager, develop/update annual goal-setting process and practices, including any cascading goals and objectives, and FAST tactics.
· Partner with People Operations to ensure the promotion activities across supported business units occur on time and as expected, inclusive of compensation, communications, and system updates.
· Assist in management and execution of internal training initiatives and external training programs for employees, as needed.
· Support, encourage and engage with employees and managers to drive consistency and quality in quarterly feedback meetings, 1x1s and annual/bi-annual performance discussions.
· Coach and guide managers and leaders on how to have effective performance conversations as well as appropriate documentation when areas of improvement are identified.
· Provide support and administration of Performance Improvement Plans (PIPs) and ensure Managers and Employees are properly participating.
· Provide guidance, support, and documentation during employee exit processes.
Onboarding
· Act as an escalation point of contact for newly hired employees, ensuring successful transition into role, particularly beyond the inidual’s first week within the team; supporting their navigation through their P&C Onboarding Plan as well as department level 30/60/90 plans.
· In partnership with the hiring manager, develop a comprehensive Onboarding Plan for all new employees, inclusive of knowledge-sharing, informational introductions, relationship building, training, etc.
Benefits and Payroll
· Coordinate with People Operations team to ensure that employee payroll, benefits and HR records are kept up to date; support processes published by P&C for how employee files get updated, benefit changes made, or other data within HRIS
· Provide appropriate communications to and with employees (or partner with appropriate P&C function) regarding their own records and participation in various programs
· Support Annual Open Enrollment, including input into program design decisions and employee communication plans
Policies & Procedures
· Provide guidance and leadership in employee relations, interpreting complex employment laws and policies and making recommendations for improvement
· Work with P&C leadership to assist in creation, annual updates, distribution and enforcement of policies
· In partnership with P&C leadership, provide HR guidance and interpretation of policy and procedure
Employee Relationships & Culture
· Provide high-quality support to all supported employees and managers, acting as their internal trusted advisor
· Develop and foster relationships with the team to provide continuous, on-going internal customer service
· Support, encourage and engage with employees and managers to drive consistency and quality in quarterly feedback meetings, 1x1s and annual/bi-annual performance discussions
Offboarding
· Partner w/People Operations to review exit Interview analysis from terminating employees within assigned departments/business units; provide summary feedback to partners and leaders as appropriate and necessary, focusing on identifying patterns, themes and issues requiring resolution and/or change
· Partner with P&C team to ensure all offboarding activities are successfully completed
Talent Acquisition
· On an annual basis and in partnership with respective ELT members and Senior TA Manager, provide input into creating the Organizational Plan to establish, forecast and confirm recruitment needs, attrition, and succession planning
· In partnership with Senior TA Manager, make recommendations for develop sourcing and interviewing plan for all open and upcoming roles
· In partnership with TA Specialist (or appropriate TA resource) ensure proper coordination of all interviewing activities for successful candidates, including ensuring hiring managers are providing timely feedback, assisting with making the right hiring selections for team needs, and ensuring that all components of interview process are met:
Connectivity
· Partner with O&TD Team to develop and manage appropriate recognition & rewards programs, connectivity & engagement activities and employee surveys and feedback mechanisms
· Create, distribute, and analyze team surveys to gain feedback from employees
· Continually improve Connectivity efforts and provide guidance for how Leaders can engage with and create team camaraderie within their hybrid workforce
Generalist Functions:
- Primary Responsibility or management for up to 4 company-wide People & Culture functions; currently identified functions include Immigration, Leave Management, Global Compensation, and HRIS + downstream data impact.
- Above functions rest within the People Operations team for People & Culture and will have leadership & administrative support, but HRBP responsibility for these functions would be as an SME and escalation point for issue resolution, process and policy setting, and compliance and rollout.
- Provide Team Lead or Direct Management for 1-2 people operations team members; includes helping with workload management, escalation and issue resolution, performance management, and coaching and professional development.
Education and Experience:
- Bachelor’s Degree required; Advanced Degree/licensure preferred.
- 7-10 years’ experience in HR role, as HR Business Partner and HR Generalist (or functional specialist in People Operations).
- Experience as a trusted resource to senior managers and leaders.
- Advanced experience and competency in Microsoft Office/G-Suite (Word/Docs, Excel/Sheets & PowerPoint/Slides) required.
- Experience managing processes, change management and complex technical and business matters required.
- Strong effective communication in writing, business presentations, and interpersonal communication.
- Specialized experience managing Immigration, Compensation, and Leave Management highly preferred.
- Experience leading others and providing managerial guidance preferred.
- Experience with ADP and data entry, reporting, and system connectivity from ADP strongly preferred.
This job description is not an all-inclusive list of responsibilities, and additional duties may be requested. Additions and/or changes may be made by the Company at their discretion at any time.
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