Dir/ Sr Dir, Business HR

Syneos Health • York, PA

1d • Onsite

About The Position

Dir/ Sr Dir, Business HR Syneos Health® is a leading fully integrated biopharmaceutical solutions organization built to accelerate customer success. We translate unique clinical, medical affairs and commercial insights into outcomes to address modern market realities. Every day we perform better because of how we work together, as one team, each the best at what we do. We bring a wide range of talented experts together across a wide range of business-critical services that support our business. Every role within Corporate is vital to furthering our vision of Shortening the Distance from Lab to Life®. Discover what our 29,000 employees, across 110 countries already know. WORK HERE MATTERS EVERYWHERE Why Syneos Health We are passionate about developing our people, through career development and progression; supportive and engaged line management; technical and therapeutic area training; peer recognition and total rewards program. We are committed to our Total Self culture – where you can authentically be yourself. Our Total Self culture is what unites us globally, and we are dedicated to taking care of our people. We are continuously building the company we all want to work for and our customers want to work with. Why? Because when we bring together diversity of thoughts, backgrounds, cultures, and perspectives – we’re able to create a place where everyone feels like they belong.

Requirements

• Bachelor’s degree required (preferably in business or HR).
• Solves difficult problems requiring understanding of broader organizational issues and interdependencies.
• Applies practical knowledge and sound judgment to provide recommendations and solutions.
• Escalates complex or sensitive issues appropriately while providing informed guidance for decision‑making.
• Communicates with stakeholders within and outside the HR sub-function.
• Explains HR policies, practices, and procedures to managers and employees.
• Influences cross-functional partners to ensure alignment and compliance with HR approaches.
• HR Experience to include experience as an HR Business Partner.
• Demonstrates capacity for understanding business operations and functions within the organization.
• Exposure to changing enterprise operations with awareness for how to leverage change management theory in order to maintain enterprise functionality and peak performance.
• Awareness of the impact executive presence has on organizational situations, individual interactions, and has experience practicing appropriately targeting communication.
• Experienced in approaching internal and external issues with data-driven solutions-forward conversations. Keen ability to lead a room where multiple issues are being addressed and has the ability to gear conversations towards consensus-building conversations.
• Collaboration: Collaborates with individuals, teams, and management and displays the ability to communicate effectively, maintain an open mind, and resolve conflict as it arises.
• Effectively demonstrates the ability to communicate and build commitment from cross-organizational stakeholders aligned to the desired stakeholder journey.
• Possesses courage by accepting challenges that are personally and/or professionally challenging or new. Explores outside the comfort zone.
• Understanding of how to communicate data and analytics findings to impacted business groups.
• General understanding of identifying opportunities, prioritizing talent, and creation of compelling career pathways.
• Experience communicating policy changes, answering questions or concerns pertaining to new changes, and extending resources to employees who need more support upon operative business changes.
• Broad knowledge of processes pertaining to recruiting and retaining top talent including anticipating new responsibilities and staffing needs. Engages in emerging research and leading practice talent and succession planning techniques.
• Displays an attitude that one can cultivate abilities and grow with intention. Flexible thinker.
• Demonstrates perseverance and has the ability to recover quickly after a setback.
• 10+ years of relevant experience including 2+ years of HR experience and 2+ years of HR Business Partner experience.

Nice To Haves

• MBA or advanced degree preferred.

Responsibilities

• HR Consulting & Coaching Provides HR consulting and coaching to leaders on significant people and cultural issues. Offers expert guidance on employment practices including hiring, termination, performance management, and rewards in partnership with COEs Supports leaders in applying policies, procedures, and effective leadership behaviors.
• Organizational Change & Talent Integration Enables business change by supporting organization design, restructuring, and workforce transitions. Leads or contributes to the HR components of integrations related to mergers and acquisitions. Helps assess talent impacts, communication needs, and change readiness.
• HR Program Advocacy & Execution Communicates the business value and purpose of HR programs and initiatives Supports program deployment to maximize adoption and minimize business disruption. Acts as an advocate for HR initiatives, ensuring alignment between HR strategy and business needs.
• Talent Management & Workforce Planning Partners with business and HR teams on workforce planning, succession planning, and high‑potential talent development. Understands the BU’s operating environment and apply awareness of the BU’s goals and objectives when designing workforce plans. Synthesizes talent, business, and financial considerations to inform talent decision making and prioritization. Supports recruiting strategies and assists in key selection activities as appropriate. Helps identify critical talent gaps and proposes solutions to address them.
• Operational Contribution Contributes input to operational plans, with measurable impact on short‑term (12‑month) departmental goals. May manage defined HR processes, programs, or projects within an established budget. Implements improvements to systems, processes, or practices to enhance HR or departmental performance.
• Strategy-Setting Leadership Leverages performance management insights and analytics to create the talent development plan based on discussions and template from COE. In collaboration with the People Services Network partners to include business challenges and translate them into workforce plans Identifies talent gaps, proposes and implements changes necessary to cover risks. Understands talent data e.g. assessments, turnover, exit data, TA feedback, hiring feedback, engagement survey, etc. Strongly understands the business to support HR and leaders in the business.
• Key Initiatives Understands the BU’s operating environment and applies awareness of the BU’s goals and objectives when designing workforce plans Supports work with the Talent COE to translate identified BU lessons learned from talent needs into enhanced workforce planning & development strategy and plans. Synthesizes talent, business, and financial considerations to inform talent decision making and prioritization. Connects with People Services Network partners and HRBP colleagues to collaborate and leverage experience to further HRBP work without duplication. Supports key business initiatives and leads or engages with identified workstreams.
• Annual Processes Supports succession planning process and ongoing development conversations by partnering with BU leaders to document the needs for the next generation of leaders in the system. Supports work involving the Engagement Surveys results e.g. results assessment, BU level actioning. Supports CoE led projects (e.g., career framework, job framework, etc.). Provides COEs with feedback on global programs.
• Ongoing Engagement & Stakeholder Management Supports the partnership with COEs to maintain visibility to HR programs, policies and escalate issues/ problems for COE resolution. Supports the relationship with the BU leaders to drive culture agenda at the business unit level. Provides feedback to COEs and People Services on HR programs, processes, and tools delivered to BU. Collaborates with People Services, where necessary, to provide continuous service for a positive employee experience. Collaborates with other HRBPs and People Services Network partners, where necessary, to provide enhanced, aligned and continuously improved HR services. Drives effective communication and collaboration among team members.

Benefits

• We reward and recognize our people by providing valuable benefits and a quality-of-life balance. The benefits for this position may include a company car or car allowance, Health benefits to include Medical, Dental and Vision, Company match 401k, eligibility to participate in Employee Stock Purchase Plan, Eligibility to earn commissions/bonus based on company and individual performance, and flexible paid time off (PTO) and sick time.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level