Director, Human Resources

PCI Pharma Services•Philadelphia, PA

About The Position

Life changing therapies. Global impact. Bridge to thousands of biopharma companies and their patients. We are PCI. Our investment is in People who make an impact, drive progress and create a better tomorrow. Our strategy includes building teams across our global network to pioneer and shape the future of PCI. Job Summary: The Human Resources Director is responsible for developing and executing HR strategies that support business objectives across manufacturing site(s) or region. This role oversees, in partnership with Global COEs and other HR Directors, core HR functions, including talent planning and strategy, employee relations, performance and potential optimization , and organizational effectiveness—and acts as a key advisor to leaders across various functions up to senior level. The HR Director plays a critical role in shaping a high-performance, people-centered, results oriented culture of safety, quality and delivery, aligned with operational excellence and workforce sustainability. The HR Director also hold responsibility for Social Sustainability within the target-based structure of PCI’s ESG program and governance, for the area of their responsibility.

Requirements

Bachelor’s degree in Human Resources, Business, Industrial Relations, or a related field required and /or Minimum 10 years of HR experience, including at least 5 years in an HR leadership role within life science , manufacturing or industrial environments.
In-depth understanding of manufacturing operations and hourly workforce dynamics in a production environment.
Experience within multi-national organization
Career history of setting clear targets aligned to business goals and achieving them through others.
Proven expertise in labour relations, workforce planning, leadership development, and talent optimization across the full employee life cycle.
Ability to influence stakeholders at all levels and navigate complex, evolving environments.
Strong change leadership and project management capabilities.
Success achieving results through collaboration and partnership within a matrixed organizational structure.
Proficiency in HR systems (e.g., Workday) and workforce analytics.

Responsibilities

Strategic HR Leadership Define and lead human resources strategies across a network of PCI sites and/or functions . Align workforce planning and talent initiatives with business objectives and operational requirements.
Operational Partnership Collaborate closely with Site and Functional Leadership teams to enhance productivity, employee engagement, and organisational capability.
Talent Management In partnership with PCI’s HR Centers of Excellence such as Talent Acquisition, Talent Development and HR Operations , oversee and integrate successfully the full talent lifecycle, including recruitment strategies, organisational design and development, succession planning, and internal mobility for key roles
Employee & Labor Relations Provide oversight on employee relations and labor matters. Ensure consistent and compliant practices that support positive workplace relations and mitigate risk. Collaborate early with PCI’s internal legal advisors and ensure consistency, fairness and documentation.
Culture & Engagement Promote a high-performance culture by championing employee engagement, equality and inclusion ,, strong communication channels and forums as well as recognition and well-being initiatives , in partnership with Global Benefits.
Compliance & Governance Ensure adherence to applicable employment laws and regulatory requirements in all jurisdictions of operation. Uphold internal policies, practices and guidelines and foster ethical and fair employment practices. Anticipate where new policies, practices and guidelines are needed and work with Segment or HR Operations Leadership to effect.
Change Management Lead HR components of organisational change such as mergers and acquisitions, new site openings, or restructuring initiatives.
HR Team Leadership Lead, mentor, and develop HR Teams across sites and/or functional teams . Strengthen team capabilities and promote a culture of continuous improvement, collaboration and accountability. Role model effective performance management and help drive pathway and development for talent potential.
Metrics & Insights Leverage data and analytics to drive evidence-based decision-making, assess HR effectiveness, and monitor workforce trends, retention, and resource planning. Lead consistently with both qualitative and quantitative goals and measures.
Executive Collaboration Serve as a strategic advisor within senior leadership teams, influencing decisions that impact business outcomes, operational excellence, s afety and long-term success , always keeping Segment and Global impact in mind and collaborating as needed across segments or with COE teams.
Growth Capacity and Managment Anticipate and prepare accordingly to manage growth. Growth in employee count, growth in business capabilities, growth in geographic responsibility.
ESG (Environmental, Social, and Governance) Promote environmentally and socially responsible HR practices aligned with corporate ESG goals. Support sustainability, ethical labor standards, governance compliance, and employee engagement in community and environmental initiatives. Contribute to ESG training, reporting, and continuous improvement efforts. For area of responsibility, ensure adherence to and progress toward impact category goals and commitments within Labor and Human rights, Community Impact and Equality and Inclusion.