General Information

Location: Princeton, NJ, Remote

Organization: WCG IRB

Job Type: Full Time - Regular

Description and Requirements

JOB SUMMARY: In partnership with the Chief Human Capital Management (HCM) Officer and assigned Division/Function business leaders for WCG, provide strategic HCM planning and operational leadership to maximize business results through talent and position WCG as an “Employer of Choice" in the life science industry. Provide leadership coaching and consulting to senior executive stakeholders, operational leaders, and HCM teams on people strategies including change management, compliance, succession planning, talent acquisition, performance management, organizational design, employee relations, engagement, retention, business continuity, acquisition diligence and total rewards aligned with WCG’s growth strategy. Manage the planning, development, implementation and administration of core HCM programs, services, and initiatives that align to business needs.

VACCINATION REQUIREMENT:

To be considered for U.S.-based positions unless currently employed by WCG, where permitted by applicable law (including any applicable reasonable accommodation, medical or religious exemption), candidates must have received or be willing to receive the COVID-19 vaccine by start date.

EDUCATION REQUIREMENTS:

  • Bachelor’s Degree required in human resources, organization psychology, business or related discipline required. 
  • MBA, Master’s degree in Human Resources/Business or equivalent experience strongly preferred.

CERTIFICATIONS/LICENSE/REGISTRATION REQUIREMENTS:

  • SPHR or SCP certification strongly preferred.

QUALIFICATIONS/EXPERIENCE:

  • Minimum of 15+ years of increasing Human Resources management experience designing and implementing company and unit specific programs domestically (international experience a plus).
  • Minimum of 10+ years of direct people management experience, with at least 5 years managing HR professionals. Skilled and inspirational people leader who can build, develop and advance team members; has effectively managed remote teams.
  • Progressive HR career with prior experience in all sub-disciplines of HR and particularly deep technical skills in HR strategy, compensation, learning and development, coaching, employee engagement and performance management.
  • Prior experience in healthcare industry preferred with specific experience in global pharmaceutical/CRO or similar service organizations. Experience in private equity (PE) ownership organizations is a plus.
  • Prior M&A leadership experience from due diligence through to post-merger integration required.
  • Advanced knowledge of the business and talent related processes (e.g., succession planning, compensation planning, employee engagement).
  • Strong executive presence and organization savvy; proven ability to build credible relationships at all levels of an organization.
  • Excellent organization skills, analytical capabilities, sound judgment and negotiation, mediation and influencing skills required.
  • Decisive individual with proven abilities to operate within both big-picture strategic and operational, tactical realms. Must have the ability to translate business strategies to people strategies and tactical plans and drive results.
  • Attention to detail and superior confidentiality required.
  • Works collaborative with stakeholders, inside and outside the organization to accomplish objectives.
  • Articulate individual with high emotional intelligence who can relate to people at all levels of an organization and possesses excellent communication skills.
  • Diverse experiences in managing a range of operational areas of responsibility a plus.
  • Strong business and financial acumen.
  • Ability to multi-task, work in stressful situations, meet strict deadlines and work independently.
  • Expert proficiency with Microsoft Excel, Word and PowerPoint. Experience with HR Information Systems (HRIS) a plus.

ESSENTIAL DUTIES/RESPONSIBILITIES: To perform this job successfully, an individual must be able to perform each essential duty and responsibility satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or ability required.

  • Participate in the development of WCG’s business and talent strategies; lead the execution of people-oriented plans within assigned business segment and/or unit.
  • Translate business strategies to people strategies and develop tactical HCM business plans to execute against.
  • Understand and address business challenges while teaching leaders about talent implications of decisions made and presenting alternative solutions, as needed. Influence and drive decisions with data and analytics.
  • Plan, develop, organize, implement, direct and evaluate the unit’s HCM function and performance. Evaluate and optimize the structure as appropriate an eye to continual improvement of the efficiency and effectiveness of the group.
  • Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action as those items that impact the attraction, motivation, development and retention of our people resources.
  • Lead key HCM initiatives across WCG that aligns to WCG or departmental goals/objectives (e.g., annual performance management process).
  • Develop workforce planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps, including: talent management and succession planning, training and development, and general business development programs.
  • Partner with Talent Acquisition to develop staffing strategies, implementation plans and programs to identify talent within and outside the organization. Ensure diversity is infused with all talent initiatives and strategies.
  • Partner with Compensation & Benefits to, develop progressive and proactive programs to provide motivation, incentives and rewards for effective employee performance.
  • Be an effective listener and solutions oriented, ensuring situations are approached with the appropriate balance of empathy, tact and accountability.
  • Promote strong partnerships with all stakeholders, including client group leaders, HCM team members and team members from sister functions (e.g., Finance). Model and coach leaders and staff on behaviors that align to WCG values.
  • Continually assess the competitiveness and effectiveness of business segment people programs and practices against WCG and other the relevant comparable external markets
  • Attend seminars and trainings to stay abreast of HR laws/regulations and industry trends.
  • Other duties as assigned by supervisor. These may, on occasion, be unrelated to the position described here.
  • Consistent and predictable attendance is an essential function of the position.
  • Stay future focused through broader industry and HCM networking to ensure the organization is “ready" to handle talent issues on the horizon.

SUPERVISORY RESPONSIBILITIES:

Manage the team delivering services in the HCM general and partner domains. Provide coaching, mentoring and leadership to develop/increase their technical expertise to increase knowledge and capabilities.

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