8,805 Senior Hr Business Partners jobs in the United States

Description Who is USP? The U.S. Pharmacopeial Convention (USP) is an independent scientific organization that collaborates with the world's top authorities in health and science to develop quality standards for medicines, dietary supplements, and food ingredients. USP's fundamental belief that Equity = Excellence manifests in our core value of Passion for Quality through our more than 1,300 hard-working professionals across twenty global locations to deliver the mission to strengthen the supply of safe, quality medicines and supplements worldwide. At USP, we value inclusivity for all. We recognize the importance of building an organizational culture with meaningful opportunities for mentorship and professional growth. From the standards we create, the partnerships we build, and the conversations we foster, we affirm the value of Diversity, Equity, Inclusion, and Belonging in building a world where everyone can be confident of quality in health and healthcare. USP is proud to be an equal employment opportunity employer (EEOE) and affirmative action employer. We are committed to creating an inclusive environment in all aspects of our work—an environment where every employee feels fully empowered and valued irrespective of, but not limited to, race, ethnicity, physical and mental abilities, education, religion, gender identity, and expression, life experience, sexual orientation, country of origin, regional differences, work experience, and family status. We are committed to working with and providing reasonable accommodation to individuals with disabilities. Brief Job Overview The Director, Human Resources Business Partner (HRBP) will be responsible for providing strategic HR Business Partner support for the global organization. The ideal candidate contributes to both hands-on and strategic levels and has a proven track record of positively influencing divisions and their people managers. This position will be a key member of the HR Business Partner & Employee Relations team charged with ensuring effective and impactful implementation of human resources practices, processes and programs globally. The incumbent will perform a wide range of HR activities closely engaging as a strategic business collaborator providing advice/coaching to staff and leadership. This role will drive cross-functional initiatives within the organization globally and is expected to play a key role in benchmarking best practices and leveraging relationships. How will YOU create impact here at USP? In this role at USP, you contribute to USP's public health mission of increasing equitable access to high-quality, safe medicine and improving global health through public standards and related programs. In addition, as part of our commitment to our employees, Global, People, and Culture, in partnership with the Equity Office, regularly invests in the professional development of all people managers. This includes training in inclusive management styles and other competencies necessary to ensure engaged and productive work environments. The Director, HRBP has the following responsibilities: Acts as a trusted advisor of client leaders and staff. Builds the business partner relationship with management and staff. Understands the business, goals, and challenges and identifies and/or helps to address systemic issues. Provides continuous coaching and guidance to client group regarding organizational issues that are negatively impacting its overall effectiveness. Conducts appropriate diagnosis and potential interventions. Develops, socializes, and implements core HR processes (Performance Management, Succession Planning, etc.) globally in partnership with HR Business Partners located in global locations. Approach must embrace an overall global philosophy for similar feel and effect while maintaining appropriate flexibility for local nuances. Leads a team of HRBP in the daily execution of HR support to the organization. Serves as a point of escalation for problem solving on challenging and complex HR matters. Develops recommendations and provides guidance to clients and/or HRBP team for resolutions. Analyzes trends and root causes and looks for opportunities to improve work environment and client group satisfaction when appropriate. Assists managers with all aspects of the annual performance management and development process including coaching client groups on effective documentation practices for good and poor performance. Ensures legal compliance and provides constructive feedback to evaluator to improve quality of evaluation where necessary. Provides a high level of service to staff and management by managing expectations and driving results. Provides information and direction to employees regarding policies, performance improvement and career development. Identifies talent gaps and development needs of the client groups, its managers, and staff in key positions. Plays a role in implementing succession planning, career management, performance management and recruiting strategies. Partners with HR Centers of Excellence (e.g., Talent Acquisition, Compensation, Benefits, HRIS and Learning) to address related issues and problems and to ensure client groups receive the necessary services, support and communications from these centralized HR functions. Who is USP Looking For? The successful candidate will have a demonstrated understanding of our mission, commitment to excellence through inclusive and equitable behaviors and practices, ability to quickly build credibility with stakeholders, along with the following competencies and experience: Bachelor's degree in Human Resources, Business, or relevant field. 12-15 years of progressive experience as a Human Resources Business Partner. Minimum of 3 years of people management experience. Additional Desired Preferences Master’s degree in Human Resources, Business, or related field Deep knowledge of OD concepts and models such as HR lifecycle process development, employee engagement monitoring tools, team effectiveness, change management, organizational design and leadership development. Strong coaching, conflict resolution, relationship and team building skills Ability to manage multiple projects simultaneously with strong results/goal orientation. Strong proficiency/experience with Microsoft Office programs including Word, Excel, PowerPoint. Ability to travel internationally if required. Supervisory Responsibilities 2 – 3 Sr HR Business Partners Benefits USP provides the benefits to protect yourself and your family today and tomorrow. From company-paid time off and comprehensive healthcare options to retirement savings, you can have peace of mind that your personal and financial well-being is protected. Compensation Base Salary Range: USD $157,500 – 209,500 annually. Target Annual Bonus: % Varies based on level of role Individual compensation packages are based on various factors unique to each candidate’s skill set, experience, qualifications, equity, and other job-related reasons. Note: USP does not accept unsolicited resumes from 3rd party recruitment agencies and is not responsible for fees from recruiters or other agencies except under specificwritten agreement with USP. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights ( notice from the Department of Labor. Job Category Human Resources Job Type Full-Time #J-18808-Ljbffr

Boston, MA, USA

Posted Tuesday, July 1, 2025 at 4:00 AM

Bay Cove Human Services’ mission is to partner with people to overcome challenges and realize personal potential. Bay Cove pursues this mission by providing individualized and compassionate services to people facing the challenges associated with developmental disabilities, mental illness, substance use disorders, and homelessness at more than 175 program sites throughout Greater Boston and Southeastern Massachusetts.

Position Summary:

The Director of HR Business Partners is a key member of the HR leadership team, responsible for driving strategic HR partnership, fostering a positive employee experience, and ensuring compliance with leave and employment laws. This role provides leadership and oversight to a team of HR Business Partners, manages employee relations programs and practices, and oversees leave of absence administration. The ideal candidate brings deep HR expertise, a strong compliance mindset, and the ability to build trust and credibility with employees and leaders at all levels. This role is also responsible for aligning human resources strategies with business objectives and driving talent development.

Key Responsibilities:

• Lead and manage a team of HR Business Partners supporting various departments or business units.
• Partner closely with executive leadership to understand business strategies and translate them into aligned people strategies.
• Provide coaching and guidance to HRBPs and senior leaders on complex organizational, employee, and talent matters.
• Ensure consistent execution of HR programs including performance management, talent planning, and organizational development.
• Oversee organizational design efforts to ensure structure, roles, and processes are optimized for efficiency and growth.
• Collaborate with across the HR team (e.g., Talent Acquisition, HR Operations, HR Systems, and Benefits) to deliver integrated HR solutions.
• Analyze workforce data and trends to inform strategic decisions and proactively address issues.
• Maintain compliance with all employment laws and regulations; mitigate risk through proactive policies and practices.
• Oversee the development and implementation of employee relations policies, procedures, and training.
• Provide guidance and oversight for investigations, disciplinary actions, and conflict resolution.
• Ensure fair and consistent handling of employee concerns, grievances, and performance matters.
• Manage the leave administration function, ensuring compliance with all relevant federal, state, and local leave regulations (e.g., FMLA, ADA, state-specific leaves).
• Lead the team responsible for coordinating and tracking all types of leaves (medical, parental, military, etc.).
• Collaborate with Payroll, Benefits, and Legal to streamline leave processes and resolve complex cases.
• Continuously evaluate and improve leave administration policies, procedures, and systems.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 10+ years of progressive HR experience, including 3–5 years in a leadership role managing HRBPs or business-facing HR teams.
• Experience in a non-profit and/or high volume environment preferred
• Proven success in partnering with senior leaders to drive business and HR outcomes.
• Strong knowledge of employment law, HR best practices, and organizational development.
• Excellent strategic thinking, problem-solving, and communication skills.
• Ability to lead and influence in a matrixed and dynamic environment.

Bay Cove Human Services is an Equal Opportunity Employer and does not discriminate on the basis of race, ethnicity, religion, sex, gender identity or expression, national origin, sexual orientation, disability, age, veteran status, or any other groups as protected by Massachusetts or federal law. All qualified candidates, regardless of background, are encouraged to apply.

Bay Cove Human Services does not offer visa sponsorships at this time and will require candidates to be authorized to work in the United States.

Nintendo of America Inc.

About Nintendo of America: From the launch of the Nintendo Entertainment System more than 30 years ago, Nintendo's mission has been to create smiles through unique entertainment experiences. Here at Nintendo of America Inc., we deliver on this mission by partnering closely with Nintendo Co., Ltd., to bring Nintendo's iconic and cherished franchises including Mario, Donkey Kong, The Legend of Zelda, Metroid, Animal Crossing, Pikmin and Splatoon across the Americas through our video games, hardware systems, and collaborations with partners on a range of other entertainment initiatives like feature films and theme parks.

Based in Redmond, Wash., Nintendo of America serves as headquarters for Nintendo's operations in the Americas. We are an equal opportunity employer offering a welcoming and inclusive environment in service to one another, our products, and the diverse consumers and communities we call home. For more information about Nintendo, please visit the company's website at

HR Business Partners (HRBPs) work with Nintendo leaders and HR teams to implement strategic HR solutions that enhance organizational and talent development. Their key responsibilities are leadership coaching, organizational design, facilitation of vision/strategy development, team effectiveness, and employee support, which includes support for employee resource groups (ERGs).

The Senior Director, HR Business Partners, serves as a strategic advisor across the organization and works frequently with executive leadership. This leader works in partnership with all HR functions to ensure the effective execution of HR initiatives. As well as advises senior leaders in setting expectations, providing feedback, and addressing employee relations and employment compliance matters.

In this role, you will utilize your expertise in leading, developing, and coaching an HRBP team. You will work closely with internal and external legal counsel on risk mitigation strategies. You will build and bridge relationships with employees at all levels of the organization and leverage strong strategic thinking and leadership capabilities in a thoughtful, collaborative, and dynamic environment.

DESCRIPTION OF DUTIES:

• Act as key HR point of contact, trusted advisor, and sounding board for ELT and other senior leaders to shape and influence the future business model and strategies. Advises President and Executive Leadership Team on sensitive and complex issues. Build a strong consultative relationship with client groups.


• Responsible for the creative vision and the standard of output across team.
  


• Responsible for enterprise organizational design step-by-step methodology to identify aspects of work flow, procedures, structures and systems that need to change or realign to fit current business realities/goals then develop plans to implement the new changes. Focus on improving both the technical and people side of the business. Ensures that all the organization's creative output/visuals are consistent with the overall brand.
  


• Work with management, HR team, and business leaders to identify, define and implement HR plans and solutions that address the needs of the business while taking into account the broader implication.
  


• Develop programs, processes, and tools to further our strategies, goals, and initiatives around DEI.
  


• Consistently offer quality advice, counsel, and insight. Demonstrate sound judgment and discretion by addressing issues constructively by providing independent, objective, and courageous advice.
  


• Apply experience and knowledge in HR technical areas to increase organizational performance.
  


• Leads the acquisition of Executive Coaches for the organization and manages contracting, matching employees with coaches and ongoing coach cultivation.
  


• Directs team of HRBPs on conducting thorough and objective investigations as needed, assess risk, and determine appropriate actions necessary to help mitigate and control legal issues as well as maintain employee effectiveness and morale.
  


• Consults with leaders and legal counsel to respond to and address employee relations escalations including investigating, coaching, advising, and reporting. Acts as a neutral party and advocates for a balanced perspective. Communicates with and updates senior leaders and legal counsel as appropriate.
  


• Crafts and implements enterprise-wide strategies to address critical business needs while positively impacting the holistic employment experience.


• Creates sustained solutions to individual employee challenges.
  


• Consults and provides immediate fixes to acute emergencies those mitigating legal and financial issues.
  


• Educates and influences at multiple levels of the organization and drives prioritization of HR initiatives to implement strategies and solutions to meet business and talent needs.
  


• Ensures client accountabilities for recruiting, developing, performance managing and retaining talent across the organization.
  


• Provide management coaching and support to front line managers to improve their managerial effectiveness.
  


• Lead a team of HR business partners to execute on company priorities and the HR strategy.
  


• Manage the communication of HR policies, procedures, and practices to ensure sound leadership application and legal compliance.
  


• Partner with colleagues and leaders to implement specific programs and initiatives directly aligned to business strategy in the areas of performance management, recognition, career development, organizational design, workforce planning, succession planning, talent development, compensation/benefits, and employee relations.
  


• Act as an advocate for and resource to employees when needed to assure that employee perspectives are heard and considered.
  


• Work closely with management and employees to improve work relationships, build moral, and increase productivity.
  


• Create, review, and analyze business metrics including data on retention and employee experience in order to recommend systemic improvements.
  


• Conduct exit interviews and provides insight/data on attrition.
  


• Provide client consultation and compensation support including approval of salary actions, promotions, and job re-leveling.
  


• Keep up-to-date knowledge of employment law requirements to ensure company remains compliant.
  


• Champions the culture by implementing initiatives that will result in strong employee engagement and are in alignment with company culture.
  


• Provide coaching and advice to help any employee develop and model core and leadership competencies.
  


• Some travel required.

SUMMARY OF REQUIREMENTS:

• Minimum of 15+ years Human Resources experience


• 8-10 years of supervisory experience.


• Preferred specialties in the area of business partner.


• Skilled in creating a dynamic learning environment and working with the business to assess development needs


• Proactive collaboration within the HR team and demonstrated ability to impact and influence leaders.


• Operating experience within a complex, changing environment.


• In-depth experience operating within and leading teams.


• Strong attention to detail, creative, open-minded, persistent, and highly collaborative.


• Strong project management, effective organizational skills, business and HR acumen, including strong problem solving skills, critical thinking, persuasive writing and analysis.


• Strong employee relations and organizational effectiveness experience.


• Knowledge of U.S. and Canada federal, state, and provincial regulations, compliance, and employment laws.


• Provides leadership and direction through managers, senior managers and/or directors.


• Applies in-depth knowledge of own org function as well as commercial expertise to differentiate the company from the competition.


• Bachelor's degree or eq

Nintendo of America Inc.

About Nintendo of America: From the launch of the Nintendo Entertainment System more than 30 years ago, Nintendo's mission has been to create smiles through unique entertainment experiences. Here at Nintendo of America Inc., we deliver on this mission by partnering closely with Nintendo Co., Ltd., to bring Nintendo's iconic and cherished franchises including Mario, Donkey Kong, The Legend of Zelda, Metroid, Animal Crossing, Pikmin and Splatoon across the Americas through our video games, hardware systems, and collaborations with partners on a range of other entertainment initiatives like feature films and theme parks.

Based in Redmond, Wash., Nintendo of America serves as headquarters for Nintendo's operations in the Americas. We are an equal opportunity employer offering a welcoming and inclusive environment in service to one another, our products, and the diverse consumers and communities we call home. For more information about Nintendo, please visit the company's website at

HR Business Partners (HRBPs) work with Nintendo leaders and HR teams to implement strategic HR solutions that enhance organizational and talent development. Their key responsibilities are leadership coaching, organizational design, facilitation of vision/strategy development, team effectiveness, and employee support, which includes support for employee resource groups (ERGs).

The Senior Director, HR Business Partners, serves as a strategic advisor across the organization and works frequently with executive leadership. This leader works in partnership with all HR functions to ensure the effective execution of HR initiatives. As well as advises senior leaders in setting expectations, providing feedback, and addressing employee relations and employment compliance matters.

In this role, you will utilize your expertise in leading, developing, and coaching an HRBP team. You will work closely with internal and external legal counsel on risk mitigation strategies. You will build and bridge relationships with employees at all levels of the organization and leverage strong strategic thinking and leadership capabilities in a thoughtful, collaborative, and dynamic environment.

DESCRIPTION OF DUTIES:

• Act as key HR point of contact, trusted advisor, and sounding board for ELT and other senior leaders to shape and influence the future business model and strategies. Advises President and Executive Leadership Team on sensitive and complex issues. Build a strong consultative relationship with client groups.


• Responsible for the creative vision and the standard of output across team.
  


• Responsible for enterprise organizational design step-by-step methodology to identify aspects of work flow, procedures, structures and systems that need to change or realign to fit current business realities/goals then develop plans to implement the new changes. Focus on improving both the technical and people side of the business. Ensures that all the organization's creative output/visuals are consistent with the overall brand.
  


• Work with management, HR team, and business leaders to identify, define and implement HR plans and solutions that address the needs of the business while taking into account the broader implication.
  


• Develop programs, processes, and tools to further our strategies, goals, and initiatives around DEI.
  


• Consistently offer quality advice, counsel, and insight. Demonstrate sound judgment and discretion by addressing issues constructively by providing independent, objective, and courageous advice.
  


• Apply experience and knowledge in HR technical areas to increase organizational performance.
  


• Leads the acquisition of Executive Coaches for the organization and manages contracting, matching employees with coaches and ongoing coach cultivation.
  


• Directs team of HRBPs on conducting thorough and objective investigations as needed, assess risk, and determine appropriate actions necessary to help mitigate and control legal issues as well as maintain employee effectiveness and morale.
  


• Consults with leaders and legal counsel to respond to and address employee relations escalations including investigating, coaching, advising, and reporting. Acts as a neutral party and advocates for a balanced perspective. Communicates with and updates senior leaders and legal counsel as appropriate.
  


• Crafts and implements enterprise-wide strategies to address critical business needs while positively impacting the holistic employment experience.


• Creates sustained solutions to individual employee challenges.
  


• Consults and provides immediate fixes to acute emergencies those mitigating legal and financial issues.
  


• Educates and influences at multiple levels of the organization and drives prioritization of HR initiatives to implement strategies and solutions to meet business and talent needs.
  


• Ensures client accountabilities for recruiting, developing, performance managing and retaining talent across the organization.
  


• Provide management coaching and support to front line managers to improve their managerial effectiveness.
  


• Lead a team of HR business partners to execute on company priorities and the HR strategy.
  


• Manage the communication of HR policies, procedures, and practices to ensure sound leadership application and legal compliance.
  


• Partner with colleagues and leaders to implement specific programs and initiatives directly aligned to business strategy in the areas of performance management, recognition, career development, organizational design, workforce planning, succession planning, talent development, compensation/benefits, and employee relations.
  


• Act as an advocate for and resource to employees when needed to assure that employee perspectives are heard and considered.
  


• Work closely with management and employees to improve work relationships, build moral, and increase productivity.
  


• Create, review, and analyze business metrics including data on retention and employee experience in order to recommend systemic improvements.
  


• Conduct exit interviews and provides insight/data on attrition.
  


• Provide client consultation and compensation support including approval of salary actions, promotions, and job re-leveling.
  


• Keep up-to-date knowledge of employment law requirements to ensure company remains compliant.
  


• Champions the culture by implementing initiatives that will result in strong employee engagement and are in alignment with company culture.
  


• Provide coaching and advice to help any employee develop and model core and leadership competencies.
  


• Some travel required.

SUMMARY OF REQUIREMENTS:

• Minimum of 15+ years Human Resources experience


• 8-10 years of supervisory experience.


• Preferred specialties in the area of business partner.


• Skilled in creating a dynamic learning environment and working with the business to assess development needs


• Proactive collaboration within the HR team and demonstrated ability to impact and influence leaders.


• Operating experience within a complex, changing environment.


• In-depth experience operating within and leading teams.


• Strong attention to detail, creative, open-minded, persistent, and highly collaborative.


• Strong project management, effective organizational skills, business and HR acumen, including strong problem solving skills, critical thinking, persuasive writing and analysis.


• Strong employee relations and organizational effectiveness experience.


• Knowledge of U.S. and Canada federal, state, and provincial regulations, compliance, and employment laws.


• Provides leadership and direction through managers, senior managers and/or directors.


• Applies in-depth knowledge of own org function as well as commercial expertise to differentiate the company from the competition.


• Bachelor's degree or eq

Are you open to relocating to the Los Angeles area for this opportunity?

Reporting to the EVP, CHRO, the VP of HR Business Partners and Employee Relations will help develop and drive client-specific HR strategies and practices that accelerate the achievement of company and business unit goals. Leading a team of 12, with 4 direct reports, this leader will provide HR guidance to business leaders, championing best practices in talent strategies and approaches and a focus on workforce planning and growing a pipeline of talent for the future. This VP will own core HRBP and ER practices and policies.

This VP will provide expert HR advice to senior leaders and act as a trusted advisor to the EVP & CHRO, championing best practices and strategic decision-making. This VP and their team will shape and implement workforce strategies that foster talent attraction, development, and retention, working closely with their COE partners and ensuring successful deployment of solutions from the COEs that ensure a cohesive culture and consistent employee experience throughout the portfolio in ways that also reflect the business unit and brand.

This VP has a track record of progressive management experiences and a mix of strong business partnering, organization development, employee relations, talent management experience and human resources expertise across all major areas: recruitment, development, rewards, etc.

Key Responsibilities:

• Lead, mentor, and coach a team of HR Business Partners and ER specialists, ensuring they are equipped to support their business units and the ER function.
• Establish trusted partnerships with business leaders; advise and coach on organization and talent strategies.
• Own core HRBP and ER practices and policies.
• Partner with COEs, ensuring successful implementation of COE solutions through the HRBPs.
• Direct development and delivery of client-specific solutions.
• Ensure HR practices and policies adhere to legal and regulatory requirements.
• Use HR data to identify trends, insights, and areas for improvement.
• Ensure delivery of HR reports and related analytics to positively impact business results.
• Provide guidance to business leaders on change management, performance management processes, including setting goals, providing feedback, and conducting performance reviews.
• Coach the HR Business Partners, developing their partnering and coaching skills.
• Enhance the employee relations function that fosters positive and productive relationships between the employer and employees.
• Ensure strong communication, conflict resolution, fairness, and compliance, contributing to a positive work environment.

PROFESSIONAL EXPERIENCE

The ideal candidate is recognized as a high-performing HR talent and manager who is known for leading strategic and operational activities in the areas of talent management, performance management, employee relations, compensation, culture, inclusion and engagement, and change management. This VP will be known for strong management skills and developing top-performing HR talent.

This role will lead the team responsible for designing, developing, and delivering high-quality corporate and client-specific solutions in these HR areas that meet business needs and goals.

You will be most successful in this role if you have been an impactful HR business partner:

• Providing coaching and advice to business leaders on performance and development of their organization and talent
• Analyzing trends in performance, engagement, and other HR metrics and leveraging insights to underpin recommendations for intervention when appropriate
• Partnering with business leaders and Talent Management to grow, develop, accelerate, and retain talent pipelines to meet current and future needs of the business
• Partnering with Total Rewards to ensure compensation structures/programs appropriately align and support client area needs
• Partnering with COEs to ensure company-wide solutions meet the needs of the business and with HRBPs to ensure successful deployment of those solutions with the business
• Partnering with leaders to create and execute development plans for high potential and key talent
• Consulting and facilitating leaders to assess change impacts and develop/deploy change management plans
• Assessing impact of specific change efforts on workforce and making recommendations for interventions, as appropriate

Other experience required:

• Has managed a team of at least 5, including HR Business Partners, and track record of success enhancing capabilities and raising team performance
• At least 10 years of HR business partnering experience, supporting a diverse group of business leaders including some in the C-suite
• At least 1 HR rotation through a COE (recruitment, talent management, leadership development, rewards, etc.)
• Hands-on employee relations experience, enhancing policies and processes that drive fairness and contribute to a positive work environment, including experience specifically with employees in the State of California
• Manufacturing/plant experience is required
• Bachelors degree in human resources management or business administration

PERSONAL CHARACTERISTICS

• Highly skilled at communicating with all levels in an organization
• Deep business acumen; curious
• Highly motivated and engaging individual with exceptional interpersonal, verbal/written communication skills, and attention to detail
• Thinks systemically and understands the context of their work in the business and achieving its goals
• Big picture mindset of HR and proven ability to connect the dots
• Naturally brings people together; deeply team oriented with COEs and across the organization
• Conveys confidence without arrogance
• Has gravitas while also being approachable
• Strategic combined with a strong orientation to high quality execution
• Ability to work in a fast-paced and highly agile environment
• Innovative and motivated to pursue new and alternative strategies along with a willingness to experiment with different approaches
• Low ego and strong roll up their sleeves mentality; pivots easily between strategic and tactical
• High-energy business partner and strategic consultant, capable of influencing across business areas with different leadership styles
• Strong problem-solving/decision-making skills and sound judgment
• Professional demeanor and ability to manage and protect confidential information
• Personal integrity and commitment to high moral standards and business ethics
• Strong project management skills
• Change management & resiliency

Human Resources Analyst (Talent Management) - HRDTM page is loaded Human Resources Analyst (Talent Management) - HRDTM Apply locations USA, Washington DC time type Full time posted on Posted 5 Days Ago time left to apply End Date: July 16, 2025 (8 days left to apply) job requisition id 25-R8267 Work for the IMF. Work for the World. Under the supervision of the Career and Performance Management Area Lead, the HR Officer in the Performance Management Team, and with overall guidance from the Deputy Division Chief of Talent, the Human Resources Analyst will assist in the day-to-day operations related to the performance management program with additional responsibilities supporting work related to the LIC/FCS program. Main areas of responsibilities include but are not limited to: Provide day-to-day support for the performance management program. Support drafting key communications of the performance management program, ensuring relevant stakeholders have been engaged and coordinating timing of distribution. Maintain and update relevant data related to the program and support the team’s analytical work. Provide foundational support for the year-end APR process, including performing time-sensitive eligibility and rating validations and four-eye checks, according to policy. Ensure information related to performance management on HRD’s website is updated regularly. Undertake logistical coordination to support briefings with client services, and schedule regularly held team meetings. Aid in responding to staff inquiries through ServiceNow as they escalate to Tier 3. Provide support for B4/B5 annual performance review – including analytical and data preparation, and document/materials preparation. Provide general support to ad-hoc projects within the division as needed and support the career team during peak periods of the business cycle. Support LIC-FCS program through coordination with OE Division on quarterly review and disseminate review file to Client Services. Update Workday following ad-hoc reviews. Work with Functional Admin on system enhancements for business processes and reporting capabilities for performance, career, and LIC/FCS work programs. Back up HRA on the Career Team on program implementation, analytics, Workday-related automation, and responses to staff queries. Minimum Qualifications: GRADE A04 A combination of training and experience equivalent to completion of a secondary school education, supplemented by a minimum of four (4) years of relevant experience, is required. GRADE A05 A combination of training and experience equivalent to completion of a secondary school education, supplemented by a minimum of six (6) years of relevant experience, is required. Alternatively, a minimum of two (2) years of experience in HR work, or related field, at Grade A04, or equivalent, is required. GRADE A06 Educational development, typically acquired by the completion of a university degree, or equivalent, in Human Resources or related field, is required. Alternatively, a minimum of two (2) years of experience in HR work, or related field, at Grade A05, or equivalent, is required. Desired Experiences and Attributes Experience coordinating multiple large-scale programs/projects. Experience with website development and spreadsheet maintenance Experience with the Fund’s performance management cycle and process Excellent written and verbal communication skills. Ability to build relationships and collaborate across diverse stakeholder groups. Strong problem-solving skills, and the ability to work through ambiguity. Strong organizational skills and attention to detail. Ability to drive results in a dynamic, fast-paced work environment. Detailed Competencies needed in this role are: Specialty Knowledge— Knowledge of HR policies, practices, and programs. Broad understanding of, and experience in, major HR areas. Knowledge of Fund Operations/Policies —Broad experience and knowledge of Fund policies and procedures and how they impact one’s own job. Work Management— Ability to handle multiple priorities with competing deadlines. Exhibits good judgement in managing workflow and delegating work. Ability to respond quickly to varied priorities and adapt to changing client needs while paying utmost attention to details.Composure and calm under pressure. Interpersonal Skills— Excellent team spirit; models and encourages teamwork consistently. Nurtures good relationships within and outside team/division/department. Analytical Skills— Demonstrates ability to analyze and synthesize information and data into cohesive output. Provides solutions to problems in situations that are atypical or infrequently occurring. Versatility— Has the ability to work in multiple areas and/or on more complex tasks with light supervision. Makes sound decisions based on seasoned experience. Innovativeness— Identifies opportunities for improvement or innovative ideas and proposes feasible solutions. Communication— Drafts written communications for review. Technological/Data Management Skills— Good understanding of the technology and data required to perform job duties, incl. HR platforms (Workday, PeopleSoft, SharePoint, ServiceNow), Microsoft Office tools (Word, Excel and PowerPoint) and Adobe. A regular staff member who is selected to fill the vacancy will maintain their open-ended status. If the selected candidate is a contractual employee, they will be offered a Term staff appointment. Staff members already on a term appointment will continue their current term but may receive an extension provided that their current term appointment has not already been extended. Only candidates who are currently residing in the Washington DC metro area will be considered. Department: HRDTM Human Resources Department Talent Hiring For: A04, A05, A06 The IMF is guided by the principle that the employment, classification, promotion, and assignment of staff shall be made without discrimination against any person. We welcome requests for reasonable accommodations for disabilities during the selection process. Information on how to request accommodations will be provided during the application process. About Us Privacy Notice This privacy notice explains how the International Monetary Fund (IMF) processes personal data collected through its recruitment portal. The IMF collects and uses various types of personal data in the context of its recruitment process in order to take steps required prior to entering into a contract. This may include contact details, work experience, education background, and professional qualifications. Access to personal data is limited to authorized IMF personnel and certain third parties, such as authorized partners or service providers who act on behalf of the IMF. These may include service providers such as background check agencies, assessment vendors, and other recruitment-related partners. If you are offered a position, your data may also be shared as necessary to comply with legal or regulatory requirements (e.g., for visa applications) or in response to lawful requests by public authorities, including law enforcement agencies. Personal data is retained in accordance with applicable IMF retention policies. You have rights in relation to your personal data. For more information about these rights and how to exercise them, please refer to the IMF's General Privacy Notice . #J-18808-Ljbffr

Salary Range: $79,350 - $126,170 Annually This is a contract position, and the expected length of the contract is August 2025 - January 2026 Job Title: Talent Management Business Partner, Contract Location: Hybrid - Three days onsite, combination of Business Partner, Talent, Management, Business, Healthcare, Business Services, Support, Health

• Support the design, implementation, and continuous improvement of Regenerons performance management process.
• Support global alignment and implementation for performance management processes and systems in existing and new markets.
• Develop relevant supporting materials and policies ensuring availability for all Global employees.
• Provide direction and training to managers and employees including performance evaluation processes, goal-setting, feedback, etc.
• Assess talent health using data-driven insights (e.g., retention trends, bench strength, performance outcomes) to track the progress and success of talent management initiatives and recommend targeted, forward-looking interventions.
• Work closely with our HR Business Partners and leaders across the organization to understand talent needs and challenges and partner to implement overarching strategies.
• Support the implementation and optimization of Workday technology for talent management processes including guiding HR team members and other partners in using Workday tools optimally.
• Facilitate workshops and meetings to engage collaborators in talent management strategies.
• Stay informed of trends and standard processes in key initiatives and leverage this knowledge to drive continuous improvement.

• Have experience with performance management systems and processes including Workday or other HR technology platforms.
• Possess strong analytical skills with the ability to interpret data and provide actionable insights.
• Have excellent communication including ability to influence at all levels.
• Can work collaboratively with diverse teams and stakeholders.
• Are able to problem solve and use an iterative approach to program management.