Strategic Human Resources Business Partner; HRBP- R&D

Role Summary

The Strategic Human Resources Business Partner (HRBP)- R&D serves as a Senior Director level strategic advisor to executives and senior leadership, aligning people strategies with business objectives. This role partners closely with leaders to drive organizational effectiveness, talent strategy, strategic workforce planning, employee engagement, and organization transformation.

The Strategic HRBP operates as a trusted consultant, change leader, and coach, leveraging data, business acumen, and deep HR expertise to influence outcomes and enable sustainable growth.

The position reports directly to the Head of HR Partnering and will work closely across the global HR team including the HRBP team, HR COEs, HR Delivery and HR Operations.

• Strategic Business Partnership:
  Partner with senior leaders as the strategic HRBP to understand business priorities and translate them into people strategies aligned with organizational goals. Provide thought leadership on organizational design, workforce planning, succession planning, and leadership capability and leadership team effectiveness. Act as a trusted advisor and coach to executives and people leaders on complex people and organizational matters.
• Organizational Insight:
  Develop a deep understanding of the organization, its strategy, priorities, customers, and develops in partnership value generating people priorities. Gain an excellent grasp of the people challenges faced by the organization.
• People & Matrix Leader:
  Partners closely with the Head of HR Business Partnering to understand enterprise people priorities and develop strategic plans. Drive and lead a matrix team to successfully deliver complex initiatives and projects across the functions, ensuring they are within scope, time, and budget. This includes managing large and complex functional transformation.
• Matrix team:
  Effective navigation of and deployment of resources across the HR Operating model to support the successful delivery of functional and enterprise projects and programs. Delivers an engaging experience for leaders and employees.
• Organization Design:
  Able to drive and lead organization design. Ensuring business leaders are building capabilities for future strategic execution. Growing internal talent, acquiring talent and using contingent resourcing effectively.
• Change Management, Org development & Culture Leads and supports functional change management initiatives, including reorganizations, M&A activity, and cultural transformation. Partners effectively with COE partners to champion organizational values, employee engagement, and the management of change initiatives to support the achievement of functional goals and organizational growth.
• Talent Management:
  Plan and execute our value driven talent management process, effective collaboration with other HRBPs and Talent solutions team to share talent, ideas and best practices cross functionally, track and follow up on outcomes post-talent review with function leaders and HRBP, Partner with function specific Director TS, HRBP, TAQ and TR to develop and execute tactical actions & interventions to deliver on our Value Driven Talent Strategy.
• Enterprise Project Management:
  Participate and sometimes lead enterprise and core process project teams, develop strategic plans and drive execution of key enterprise programs within the function.
• Global HR
  
  Collaboration:
  
  Collaborate with Global HR teams to fully leverage the HR operating model. Support other Strategic HRBPs in meeting their functional priorities, work with HR cross functional colleagues to maximize their role across Jazz, and drive process improvements and the implementation of best practices.
• Data-Driven Decision Making:
  Proactively use data, metrics, and evidence to inform and drive decision-making and change across key business areas.
• Agility:
  Will be required to work flexibility to lean in and support other functions/ projects as required so the role requires a great deal of resilience.

• Extensive HR Experience (Sr. Director level):
  Progressive HR partnership experience, with accountability for partnering with senior leaders and expertise in at least…