Mgr HR Business Partner

This HR role is a member of the G&A HR Business Partner team.  This team supports 900+ employees and works collaboratively with each other and the HR Centers of Excellence (Talent Management, Total Rewards and HR Operations) to understand the strengths and the gaps across G&A and ensure HR can create programs and solutions that meet their business needs.  HRBP’s develop solutions to solve G&A business challenges in order to increase their ability to deliver on their everyday goal—supporting the teams that take Science to Medicine.

You will be an advisor to executives, managers and employees on organizational and HR-related issues, including but not limited to workforce planning, talent acquisition and development, change management, organization design and effectiveness, employee engagement, employee relations, and performance management, to promote and maintain REGN’s high-performance culture, the Regeneron Way.

Key to this will also be your ability to quickly develop trusted relationships with people at all levels across G&A as well as within the HR team.  You have to be comfortable with challenging the status quo in a growing team and be very comfortable with toggling back and forth between excellent tactical execution and making sure there is a sound and longer-term strategy behind all of our work and the solutions.

The incumbent acts as a champion and a coach for the business, monitoring the effect of business decisions on people, and translating business needs to the HR COE’s—and vice versa. 

Responsibilities:

• Works with clients to help solve any people related issues, keeping in mind precedence and business needs.  This includes partnering with internal HR experts (as needed) on employee relations, compensation, manager employee relations, leadership development, benefits, succession planning, employee development needs, etc.
• Provides coaching to executives, managers and employees, with an emphasis on the helping the person understand what their options are for each situation and how demonstrating the Regeneron Way (our cultural values) can help drive their success.
• Acts as the lead translator of business needs to the rest of the HR team to help shape company-wide HR systems and solutions.
• A key focus will be on identification of key talent and developing a plan to either develop and or bring in those people to fill those talent gaps.  Partners with Talent Acquisition and client groups to identify current and future talent needs.  Clarifies the technical skills and behaviors that are critical for success.   Participates in interviews for key positions (generally Assoc Dir and above), as well as the candidate debriefs.
• Onboarding: Partners with hiring managers to support successful onboarding of new managers and leaders; may facilitate new leader ease-in sessions.
• Learning & Organizational Development: Identifies needs (individual, team and department levels) within client areas and partners with L&OD to design solutions that will address business needs. Will be expected to be part of the design and delivery of the solution with L&OD.
• Total Rewards:  Partners with this team to define new roles, identify external comparable/market value of positions, implement annual pay for performance, market adjustments, and other reward and recognition programs, as well as developing, revising, and communicating career matrixes.
• Employee Engagement: Uses Regeneron survey data results to help managers own and develop action plans that support their business and people needs. 
• HRBP team: Is an active contributor to an HRBP team that shares best practices and balance the needs of their own client group with the needs of the overall business.
• Overall: Everything you do should directly support the capabilities of your client groups to meet their current and future business goals.