Executive Director/VP Human Resources

The VP HRBP will deliver comprehensive human resources programs, initiatives and solutions to increase organizational performance and achieve PPD growth objectives.

The VP HRBP will serve as a strategic partner and trusted advisor to executive leaders providing HR guidance, critical evaluation and fit for purpose HR solutions based on operational drivers. Demonstrates a deep understanding of key business drivers and how the organization’s people influence them. Drives talent and culture strategies to infuse top talent into the organization.

Develops leadership presence, establishes credibility and trustworthiness at the business unit level and influences change management effectively.

The VP HRBP will operate with a high level of autonomy and will continue to build a talent advantage with a focus on employee retention and engagement, talent and performance management, leadership coaching and succession planning, organizational design and effective business partnering to drive HR practices and processes that result in positive business outcomes.

Responsibilities:

Clearly understands the strategic direction and business dynamics of PPD to proactively drive appropriate strategies for talent acquisition, employee retention, engagement, development, succession planning, productivity and organizational design. Collaborates with business leaders to develop an understanding of strategic business initiatives, objectives and key deliverables. Serves as a strategic partner to senior leaders on culture building, coaching, team development, performance management, workforce analysis, talent reviews and succession planning. Champions change management and leads special projects including mergers and acquisition integration, infrastructure redesign and support of HR transformation. Leads the development and implementation of effective employee engagement strategies and programs. Leverages data analytics and reporting to translate metrics and/or trends to business leaders to achieve business unit and organizational objectives. Develops and maintains partnerships with other leaders including HR Centers of Excellence leaders, HR Shared Services, Legal, Finance and other key stakeholders to identify opportunities to enhance existing policies and procedures, while maintaining best practices. Provides direction, guidance and coaching to HR Business Partners ensuring effective partnering with the business.

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The VP HRBP will deliver comprehensive human resources programs, initiatives and solutions to increase organizational performance and achieve PPD growth objectives.

The VP HRBP will serve as a strategic partner and trusted advisor to executive leaders providing HR guidance, critical evaluation and fit for purpose HR solutions based on operational drivers. Demonstrates a deep understanding of key business drivers and how the organization’s people influence them. Drives talent and culture strategies to infuse top talent into the organization.

Develops leadership presence, establishes credibility and trustworthiness at the business unit level and influences change management effectively.

The VP HRBP will operate with a high level of autonomy and will continue to build a talent advantage with a focus on employee retention and engagement, talent and performance management, leadership coaching and succession planning, organizational design and effective business partnering to drive HR practices and processes that result in positive business outcomes.

Responsibilities:

Clearly understands the strategic direction and business dynamics of PPD to proactively drive appropriate strategies for talent acquisition, employee retention, engagement, development, succession planning, productivity and organizational design. Collaborates with business leaders to develop an understanding of strategic business initiatives, objectives and key deliverables. Serves as a strategic partner to senior leaders on culture building, coaching, team development, performance management, workforce analysis, talent reviews and succession planning. Champions change management and leads special projects including mergers and acquisition integration, infrastructure redesign and support of HR transformation. Leads the development and implementation of effective employee engagement strategies and programs. Leverages data analytics and reporting to translate metrics and/or trends to business leaders to achieve business unit and organizational objectives. Develops and maintains partnerships with other leaders including HR Centers of Excellence leaders, HR Shared Services, Legal, Finance and other key stakeholders to identify opportunities to enhance existing policies and procedures, while maintaining best practices. Provides direction, guidance and coaching to HR Business Partners ensuring effective partnering with the business.

*LI-LC1

*LI-Remote

Required Qualifications and Experience: 15 years of experience in progressively responsible HR roles both strategic and tactical while providing innovative HR solutions to businesses; 5-7 years of management responsibility. Bachelor’s degree in Business, Human Resources or equivalent combination of education, training and HR experience required.

Required Knowledge, Skills and Abilities Executive presence, strong consultancy skills and ability to influence and build successful relationships at all levels across the enterprise. Excellent judgment and business maturity to achieve organizational focus on key priorities. Track record of implementing high-impact, innovative HR initiatives in complex organizations. Ability to serve as a change agent within a global environment and to partner with the business during periods of continuous growth. Strong leadership, business acumen and strategic planning skills. Exceptional coaching, leadership development and team building skills. Must have cultural sensitivity and strong global awareness. Thorough working knowledge of HR practices and legal requirements impacting employment, performance management, compensation, labor relations and other related specialist areas, particularly compliance

Working Conditions and Environment: Exposure to high pressure, intense concentration needed Must pay constant attention to detail-visual, mental Must be able to multi-task constantly Frequent interaction with clients / associates required Long, varied hours required occasionally Travel and rotating shifts required on rare occasions Exposure to toxic materials on rare occasions

Required Qualifications and Experience: 15 years of experience in progressively responsible HR roles both strategic and tactical while providing innovative HR solutions to businesses; 5-7 years of management responsibility. Bachelor’s degree in Business, Human Resources or equivalent combination of education, training and HR experience required.

Required Knowledge, Skills and Abilities Executive presence, strong consultancy skills and ability to influence and build successful relationships at all levels across the enterprise. Excellent judgment and business maturity to achieve organizational focus on key priorities. Track record of implementing high-impact, innovative HR initiatives in complex organizations. Ability to serve as a change agent within a global environment and to partner with the business during periods of continuous growth. Strong leadership, business acumen and strategic planning skills. Exceptional coaching, leadership development and team building skills. Must have cultural sensitivity and strong global awareness. Thorough working knowledge of HR practices and legal requirements impacting employment, performance management, compensation, labor relations and other related specialist areas, particularly compliance

Working Conditions and Environment: Exposure to high pressure, intense concentration needed Must pay constant attention to detail-visual, mental Must be able to multi-task constantly Frequent interaction with clients / associates required Long, varied hours required occasionally Travel and rotating shifts required on rare occasions Exposure to toxic materials on rare occasions