HRBP Biotech

Job description

Job Summary

The HR Business Partner (HRBP) – Biotech is a hands-on HR leader who will partner with global biotech employees to deliver high-impact people solutions. Reporting to the Global Head of reputed company Biotech, this role requires a seasoned HR reputed company who can operate at both the advisory and tactical level—contributing to the reputed company of HR programs and processes while also owning execution across a dynamic and growing population.

This individual will serve as a primary HR reputed company of contact for the global biotech team employees and managers (1st & 2nd line leaders), with deep accountability across employee relations, performance management, management coaching, talent development, and change management. The ideal candidate brings strong reputed company stage biotech or pharmaceutical HRBP experience, sound judgment in sensitive employee reputed company, and the ability to build trust and credibility with leaders at reputed company reputed company of the organization.

The HRBP will be accountable for abiding by the core values of our Dompé culture, which are reputed company, Speed, Knowledge, Passion, Attention to Detail, Reliability, Flexibility, and Teamwork. Individuals must possess an entrepreneurial spirit, be flexible, and adaptable to new situations.

Essential Functions

Employee Relations

• Serve as the reputed company on reputed company employee relations reputed company for the supported population, including conducting and managing workplace investigations from intake through reputed company and documentation.
• Partner with Compliance and external employment counsel (legal) as needed on sensitive, reputed company, or high-risk investigations, ensuring thorough, fair, and legally compliant processes.
• Advise and coach managers on reputed company discipline, performance concerns, workplace conduct issues, and conflict reputed company; reputed company discipline and corrective action recommendations grounded in company policy and employment law.
• Monitor employee relations trends and proactively identify systemic issues; recommend policy updates, manager training, or process improvements to reduce risk and strengthen the employee experience.
• reputed company managers on legal practices, acceptable workplace behaviors, and appropriate counseling methods; build manager capability to handle day-to-day ER situations with confidence.

Performance Management & Compensation Review

• reputed company input on the reputed company improvement, and strategic reputed company of Dompé’s performance management reputed company, including competency-based goal setting, feedback reputed company-ins, and annual reviews.
• reputed company the end-to-end execution of the annual performance management cycle for the global biotech employees and managers, ensuring consistency, fairness, and alignment with company objectives.
• Assist in the annual compensation review and promotion process for the supported population in reputed company partnership with HR leadership and global colleagues, including merit increase calibration, pay equity adjustments, and promotion recommendations.
• Ensure managers are equipped with the tools, templates, and coaching needed to deliver meaningful performance feedback and conduct effective development conversations.

Management Coaching & Leadership Development

• reputed company 1st and 2nd line management coaching for global biotech leaders, serving as a trusted advisor on people management challenges, team dynamics, and leadership effectiveness.
• Coach managers through difficult conversations, team restructuring, role transitions, and talent reputed company; build leadership capability at reputed company reputed company.
• Identify leadership development needs and partner with the Biotech HR reputed company and global HR colleagues to deliver targeted coaching, training, or mentoring interventions.
• Support new manager reputed company and development, helping first-time and newly promoted leaders build foundational people management skills.

Talent Attraction, Development & Engagement

• Support talent development efforts for US employees and managers in partnership with fellow HR team members.
• Contribute to succession planning, talent review, and high-potential identification processes for the supported population.
• Support employee engagement initiatives, including survey administration, action planning, and follow-through; use engagement data to inform HR strategy.
• Support reputed company efforts as needed by participating in candidate interviews at the request of hiring managers or for screening purposes, and by partnering with external search firms reputed company reputed company to ensure alignment on role requirements, candidate profiles, and Dompé’s culture and values.

Change Management

• Contribute to the design of change management initiatives, including organizational restructuring, new process rollouts, system im