Human Resources Senior Manager

Why Us?

At Par Health, we believe great healthcare is built on getting the essentials right. We’re looking for passionate, talented individuals who share our commitment to improving lives. With a global workforce, we lead with pride and purpose—prioritizing quality and safety while fostering a culture of continuous improvement, accountability, and teamwork. Elevating the Essentials isn’t just our tagline, it’s the higher standard we live by every day.

Job Description Summary

Responsible for supporting the Human Resources function for US Corporate functions, Commercial teams, R&D, and Regulatory Affairs across all sites to ensure the workforce meets its strategic goals, providing HR Support to a full range of practices across the HR discipline. Works closely with Par Health Leaders and all levels of management to ensure human resources programs, policies and practices are progressive, managed consistently, and meet both the current and future needs of the business.

Job Description

Accountability

HR Strategy

Implement HR strategy, policy, programs, processes, and initiatives to drive the achievement of the Company’s strategic goals and objectives

Consultant, coach and advisor to the organization providing HR support with objectivity and professionalism in dealing with sensitive issues to all levels of management and employees

Support corporate change initiatives through the business and deliver programs for strengthening culture

Provides general and/or specific interpretation of HR Policies and Guidelines and recommends/develops new policies when necessary. Assists with effectiveness of employee value proposition, performance driven compensation, and total rewards strategies to attract, retain and reward employees

Organizational Development /Learning Development

Supports organizational change and design by working with management to identify business requirements and implement appropriate solutions

Offers advice and guidance to improve work performance and assist in training and development needs assessment Launches and oversees talent management programs in alignment with the annual performance management process

Aligns succession planning and talent management programs with corporate plans to assess “next generation” leaders and maximize effective deployment of top performing employees

Global HR Initiatives

Supports projects and services for the global HR organization. Responsibilities Include:

• Training and Development
• Succession Planning
• Events
• Org Design
• Performance Management
• Talent Acquisition
• Maximizes the business results and effectiveness via optimal use of human assets, a critical source of competitive advantage
• Create and sustain a high-performance culture
• Advise the business on open roles succession planning and career pathways for backfilling open roles
• Offer advice, counsel, and guidance in the development, support and implementation of EEO / Diversity objectives
• Risk Mitigation
• Identify HR implications of business actions; analyze risk associated with business plans and actions and recommend risk mitigation
• Apply understanding of the dynamics of the business to drive HR practices and processes that will create an effective organization
• Facilitate change initiatives
• Leadership Development
• Develop management team to effectively use HR systems, processes and practices to enhance people management
• Coach key business leaders on leading and managing their organizations effectively
• Diagnose organizational effectiveness issues and implement solutions
• Management & Employee Relations
• Facilitate the resolution of management-employee issues

Interpret HR policies and handle employee relations issues including intake, issue identification, policy interpretation, investigation, root-cause analysis, recommendation development, communication to involved, conflict resolution, development or performance improvement planning, confidential record-keeping and management reporting

Collaborate with HR colleagues and company leadership to ensure alignment in resolving complex or precedent-setting situations including internal investigations and employee outcomes

Collaboration

Collaborate with other members of the HR team to assist in the delivery of HR programs including Total Rewards, work environment, learning and development, communications, staffing and talent management

Qualifications

• Education & Experienc e
• BA/BS in Management, Human Resources, Organizational Psychology or related discipline
• 10+ years’ experience in HR as individual contributor with exposure to various functional areas (staffing, employee relations, compensation, learning and development); And 7+ years in a business partner position consulting with business leaders influencing corporate decision making related to HR issues
• Exposure to the pharmaceutical industry and familiarity with the operations, business needs, organizational structure, functional roles and responsibilities, pharmaceutical terminology, regulatory requirements, traditional projects and problems, sales, marketing and portfolio planning preferred
• Knowledge
• Technical knowledge: Demonstrates a broad knowledge of HR practices, organizational development, change management
• Skills & Abilities
• Interpersonal
• Utilizes leadership management and negotiation skills
• Exhibits positive, approachable attitude
• Leadership
• Demonstrates the ability to serve as a subject matter expert in HR
• Demonstrates the ability to make appropriate decisions which result in the achievement of organizational goals
• Ability to manage and participate in teams with shared responsibility for outcomes and decision-making
• Communication
• Demonstrates excellent written and oral communication skills and the ability to present effectively at all levels of the organization including conducting platform training
• Excellent presentation skills including ability to tailor information and delivery to audience; manage pace, timing and audience engagement; field and respond to questions; adjust approach and content to last minute changes; present in various formats (slides, video, speaking) and delivery methods (teams, webcast, panel, platform, office demonstration)
• Scope of Authority
• Corporate G&A & Commercial Functions, R&D, Regulatory Affairs
• Disclaimer:   The above statements are intended to describe the general nature and level of work performed by employees assigned to this job. They are not intended to be an exhaustive list of all duties, responsibilities, and qualifications.  Management reserves the right to change or modify such duties as required.
• EEO Statement: We comply with all applicable federal, state, and local laws prohibiting discrimination and harassment, and provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or genetic information, or any other classification protected by federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.