Science & Research Visa Sponsorship Jobs in New Jersey

Description

Dir/ Sr Dir, Business HR Syneos Health® is a leading fully integrated biopharmaceutical solutions organization built to accelerate customer success. We translate unique clinical, medical affairs and commercial insights into outcomes to address modern market realities. Every day we perform better because of how we work together, as one team, each the best at what we do. We bring a wide range of talented experts together across a wide range of business-critical services that support our business. Every role within Corporate is vital to furthering our vision of Shortening the Distance from Lab to Life®. Discover what our 29,000 employees, across 110 countries already know.

WORK HERE MATTERS EVERYWHERE

Why Syneos Health
We are passionate about developing our people, through career development and progression; supportive and engaged line management; technical and therapeutic area training; peer recognition and total rewards program.
We are committed to our Total Self culture – where you can authentically be yourself. Our Total Self culture is what unites us globally, and we are dedicated to taking care of our people.
* We are continuously building the company we all want to work for and our customers want to work with. Why? Because when we bring together diversity of thoughts, backgrounds, cultures, and perspectives – we’re able to create a place where everyone feels like they belong.

Job Responsibilities

Core Responsibilities

* HR Consulting & Coaching
+ Provides HR consulting and coaching to leaders on significant people and cultural issues.
+ Offers expert guidance on employment practices including hiring, termination, performance management, and rewards in partnership with COEs.
+ Supports leaders in applying policies, procedures, and effective leadership behaviors.

• Organizational Change & Talent Integration
• Enables business change by supporting organization design, restructuring, and workforce transitions.
• Leads or contributes to the HR components of integrations related to mergers and acquisitions.

• Helps assess talent impacts, communication needs, and change readiness.

• HR Program Advocacy & Execution

• Communicates the business value and purpose of HR programs and initiatives.
• Supports program deployment to maximize adoption and minimize business disruption.

• Acts as an advocate for HR initiatives, ensuring alignment between HR strategy and business needs.

• Talent Management & Workforce Planning

• Partners with business and HR teams on workforce planning, succession planning, and high‑potential talent development.
• Understands the BU’s operating environment and applies awareness of the BU’s goals and objectives when designing workforce plans. Synthesizes talent, business, and financial considerations to inform talent decision making and prioritization.
• Supports recruiting strategies and assists in key selection activities as appropriate.

• Helps identify critical talent gaps and proposes solutions to address them.

• Operational Contribution

• Contributes input to operational plans, with measurable impact on short‑term (12‑month) departmental goals.
• May manage defined HR processes, programs, or projects within an established budget.

• Implements improvements to systems, processes, or practices to enhance HR or departmental performance.

• Strategy-Setting Leadership

• Leverages performance management insights and analytics to create the talent development plan based on discussions and template from COE.
• In collaboration with the People Services Network partners to include business challenges and translate them into workforce plans.
• Identifies talent gaps, proposes and implements changes necessary to cover risks.
• Understands talent data e.g. assessments, turnover, exit data, TA feedback, hiring feedback, engagement survey, etc.

• Strongly understands the business to support HR and leaders in the business.

• Key Initiatives

• Understands the BU’s operating environment and applies awareness of the BU’s goals and objectives when designing workforce plans.
• Supports work with the Talent COE to translate identified BU lessons learned from talent needs into enhanced workforce planning & development strategy and plans.
• Synthesizes talent, business, and financial considerations to inform talent decision making and prioritization.
• Connects with People Services Network partners and HRBP colleagues to collaborate and leverage experience to further HRBP work without duplication.

• Supports key business initiatives and leads or engages with identified workstreams.

• Annual Processes

• Supports succession planning process and ongoing development conversations by partnering with BU leaders to document the needs for the next generation of leaders in the system.
• Supports work involving the Engagement Surveys results e.g. results assessment, BU level actioning.
• Supports CoE led projects (e.g., career framework, job framework, etc.).

• Provides COEs with feedback on global programs.

• Ongoing Engagement & Stakeholder Management

• Supports the partnership with COEs to maintain visibility to HR programs, policies and escalate issues/ problems for COE resolution.
• Supports the relationship with the BU leaders to drive culture agenda at the business unit level.
• Provides feedback to COEs and People Services on HR programs, processes, and tools delivered to BU.
• Collaborates with People Services, where necessary, to provide continuous service for a positive employee experience.
• Collaborates with other HRBPs and People Services Network partners, where necessary, to provide enhanced, aligned and continuously improved HR services.
• Drives effective communication and collaboration among team members.

Qualifications

Education Requirements

Bachelor’s degree required (preferably in business or HR). MBA or advanced degree preferred.

Additional Qualifications

Solves difficult problems requiring understanding of broader organizational issues and interdependencies.
Applies practical knowledge and sound judgment to provide recommendations and solutions.
Escalates complex or sensitive issues appropriately while providing informed guidance for decision-making.
Communicates with stakeholders within and outside the HR sub-function.
Explains HR policies, practices, and procedures to managers and employees.
Influences cross-functional partners to ensure alignment and compliance with HR approaches.
HR Experience to include experience as an HR Business Partner.
Demonstrates capacity for understanding business operations and functions within the organization.
Exposure to changing enterprise operations with awareness for how to leverage change management theory in order to maintain enterprise functionality and peak performance.
Awareness of the impact executive presence has on organizational situations, individual interactions, and has experience practicing appropriately targeting communication.
Experienced in approaching internal and external issues with data-driven solutions-forward conversations.
Keen ability to lead a room where multiple issues are being addressed and has the ability to gear conversations towards consensus-building conversations.
Collaboration: Collaborates with individuals, teams, and management and displays the ability to communicate effectively, maintain an open mind, and resolve conflict as it arises.
Effectively demonstrates the ability to communicate and build commitment from cross-organizational stakeholders aligned to the desired stakeholder journey.
Possesses courage by accepting challenges that are personally and/or professionally challenging or new. Explores outside the comfort zone.
Understanding of how to communicate data and analytics findings to impacted business groups.
General understanding of identifying opportunities, prioritizing talent, and creation of compelling career pathways.
Experience communicating policy changes, answering questions or concerns pertaining to new changes, and extending resources to employees who need more support upon operative business changes.
Broad knowledge of processes pertaining to recruiting and retaining top talent including anticipating new responsibilities and staffing needs.
Engages in emerging research and leading practice talent and succession planning techniques.
Displays an attitude that one can cultivate abilities and grow with intention. Flexible thinker.
Demonstrates perseverance and has the ability to recover quickly after a setback.

Disclaimer

Tasks, duties, and responsibilities as listed in this job description are not exhaustive. The Company, at its sole discretion and with no prior notice, may assign other tasks, duties, and job responsibilities. Equivalent experience, skills, and/or education will also be considered so qualifications of incumbents may differ from those listed in the Job Description. The Company, at its sole discretion, will determine what constitutes as equivalent to the qualifications described above. Further, nothing contained herein should be construed to create an employment contract. Occasionally, required skills/experiences for jobs are expressed in brief terms. Any language contained herein is intended to fully comply with all obligations imposed by the legislation of each country in which it operates, including the implementation of the EU Equality Directive, in relation to the recruitment and employment of its employees. The Company is committed to compliance with the Americans with Disabilities Act, including the provision of reasonable accommodations, when appropriate, to assist employees or applicants to perform the essential functions of the job.

Years Of Experience Required

10+ years of relevant experience including 2+ years of HR experience and 2+ years of HR Business Partner experience.

Physical Requirements

Position requires: ability to occasionally move about inside the office to access filing cabinets, office equipment, etc. and to move between office locations; ability to maintain a stationary position for prolonged periods of time; ability to occasionally manipulate (e.g., lift, carry, move) office items and packages of light to medium weights of 10-35 pounds; ability to constantly operate a computer and other office productivity equipment (e.g., scanner, phone, printer, copier); ability to perceive and assess written materials for prolonged periods of time; and ability to frequently communicate with colleagues on the phone, by email, and in-person.

Work Environment

This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, and filing cabinets. The noise level in the work environment is low. This is a largely sedentary role. At Syneos Health, we believe in providing an environment and culture in which Our People can thrive, develop and advance. We reward and recognize our people by providing valuable benefits and a quality-of-life balance. The benefits for this position may include a company car or car allowance, Health benefits to include Medical, Dental and Vision, Company match 401k, eligibility to participate in Employee Stock Purchase Plan, Eligibility to earn commissions/bonus based on company and individual performance, and flexible paid time off (PTO) and sick time. Because certain states and municipalities have regulated paid sick time requirements, eligibility for paid sick time may vary depending on where you work. Syneos complies with all applicable federal, state, and municipal paid sick time requirements.

Salary Range

The base salary range represents the anticipated low and high of the Syneos Health range for this position. Actual salary will vary based on various factors such as the candidate’s qualifications, skills, competencies, and proficiency for the role.

Get to know Syneos Health

Over the past 5 years, we have worked with 94% of all Novel FDA Approved Drugs, 95% of EMA Authorized Products and over 200 Studies across 73,000 Sites and 675,000+ Trial patients. No matter what your role is, you’ll take the initiative and challenge the status quo with us in a highly competitive and ever-changing environment. Learn more about Syneos Health.

Additional Information

Tasks, duties, and responsibilities as listed in this job description are not exhaustive. The Company, at its sole discretion and with no prior notice, may assign other tasks, duties, and job responsibilities. Equivalent experience, skills, and/or education will also be considered so qualifications of incumbents may differ from those listed in the Job Description. The Company, at its sole discretion, will determine what constitutes as equivalent to the qualifications described above. Further, nothing contained herein should be construed to create an employment contract. Occasionally, required skills/experiences for jobs are expressed in brief terms. Any language contained herein is intended to fully comply with all obligations imposed by the legislation of each country in which it operates, including the implementation of the EU Equality Directive, in relation to the recruitment and employment of its employees. The Company is committed to compliance with the Americans with Disabilities Act, including the provision of reasonable accommodations, when appropriate, to assist employees or applicants to perform the essential functions of the job.

Summary

The Director, Business HR is responsible for providing specialized HR consulting and coaching to business leaders, enabling effective people management and organizational performance. This role applies comprehensive knowledge of HR practices, employment regulations, and workforce strategies to address complex people issues, support organizational change, and advocate for HR programs across the business. The position partners closely with leaders, Talent Management, and Talent Acquisition teams to deliver key talent initiatives that strengthen workforce capability and support business objectives. This role works hand-in-hand with business leaders to ensure that HR strategies are aligned to support and enable business goals. For assigned business units, the Director, Business HR works to: Coach leaders to drive high performance, providing insight based on internal and external trends; Identifies where organization design interventions are required. Partners with the Centers of Excellence to collect data insights and deliver talent strategies aligned to business outcomes. Advocate for employees, drive global engagement (in context of global business) and steward our culture; Be a change agent in support of implementation of global HR strategies (including the HR tiered service model) and global business needs. The Director, Business HR engages in the process of building strong talent, teams, and leaders across the enterprise to positively impact the business and the employee experience. Responsible for supporting business leaders in driving the talent agenda and promoting workforce optimization of an assigned business unit(s). Facilitates the translation of business needs into HR requirements and partners with COEs to proactively develop talent solutions that support the business' strategic objectives. Works to continuously improve talent by diagnosing, evaluating, and supporting the design of talent solutions at the BU level. Supports collaboration with COEs, People Services and BU Leaders to build organization performance management and talent capabilities.