Pharma/Healthcare Human Resources Manager

PHARMA/HEALTHCARE HUMAN RESOURCES MANAGER

- HR Manager,
- 12 month Mat cover,
- Based at High Wycombe,
- Start date Apr 2014.
- HR Generalist Knowledge -
- Including employment law understanding,
- Related Degree (preferred),
- CIPD Qualified,
- Advantageous: experience working in Pharma or healthcare industry or a similar sized organization would be great.
- We are looking for someone quite experienced as someone new in a HR Manager role would find it hard to hit the ground running.
- This role is a true business partner to the business and not just a standard HR role eg we work closely with the business, act as part of their extended term and contribute to their strategic objectives.
- PC Skills including SAP; Microsoft Office & Outlook,

Role Title: HR Manager
This role reports to: Head of HR
Department: Human Resources and Development

Role Purpose

Partnering directly with functional/commercial leadership to enable the organisation to achieve its strategic objectives through the engagement and development of its people by facilitating company processes like talent management, performance appraisals and employee mentoring.

Ensure management and employee adheres to all company policies and procedures and act responsibly in line with the Company Credo values and within employment law.

Not Expected to:

Administration support to the Business Units
Systems management
General Daily Administration

Key Role Activities

- HR Management (within allocated business unit/s)
- Supports the implementation of organizations and cultures that drive innovation and employee engagement
- Implements effective strategies to enable the organization to thrive through period of change eg acquisition, internal growth, restructurings
- Provide strategic HR advice and knowledge to all Business Units proactively by facilitating meetings and attending business unit meetings, workshops and reviewing employee documents (ie contracts of employment, performance management documentation).
- Provide HR advice/knowledge also reactively by coaching and supporting managers on employee issues like grievance and discipline, performance management, sickness and absenteeism and employee communications.
- Partners with Specialist Groups to ensure coordination of HR strategies and processes across the organization
- In conjunction with Total Rewards, conduct salary management, by reviewing employee salaries against benchmark data, liaising and recommending with managers on employee salary changes. Ensure that appropriate approvals have been obtained for promotions, profiler changes and salary amendments.
- Facilitate yearly Compensation Cycle by working with the managers to assign salary increases in line with performance scoring.
- Conduct disciplinary and grievance hearing at all levels of the policy with line managers, support and advice line managers on level of disciplinary action to be given. Ensure that meetings are held in line with the procedure and also in line with employment law.
- Advise managers on resource strategies to support their business plan objectives, headcount guidelines and budget, developing appropriate resource change plans.
- Consult with Comps & Bens Manager, payroll, tax manager and legal secretary where necessary on relevant aspects of above activities.
- Business Partnering (within allocated business unit/s)
- Facilitate and manage Performance Management Cycle by coaching line managers on how to conduct strat plan engagement meetings, goal setting, ongoing coaching and development discussions and performance review meetings as well as how to complete relevant materials.
- Facilitate the Talent Management Process by coaching line managers on an how to conduct a Talent focused discussion and develop a PDP/use of competencies, as well as explaining the process and accountabilities, making sure all line managers actively engage with the process.
- Collaborate with Organisational Competency Manager to drive use and understanding of competency models to develop organisational capability

Key Line Management Activities

- Regularly coach/mentor all direct reports to develop effective Performance Management Partnerships on a day-to-day basis as appropriate
- Conduct formal Performance Management Partnership reviews with all direct reports to discuss and set objectives, and supply ratings from end of year review to HRD by due date
- Conduct regular informal Personal Development Plan Review meetings with all direct reports to ascertain their development aspirations and training needs in line with Talent Management process
-  Conduct recruitment interviews/assessments as required
- Check that all direct reports have completed required compliance training including HCC, Drug Safety & complaints within 1 month of joining the company and annually thereafter

Key Compliance Requirements

- Complete annual Drug Safety and HCC Awareness training
- Report Adverse Events and complaints in a timely way to Drug Safety according to current Adverse Event Reporting guidelines/SOP and to maintain Regulatory compliance
- Acts in accordance with Johnson & Johnson HCC requirements if interacting with Healthcare Professionals
- If commissioning contractors or third party organisations, put contracts in place and provide training so that these individuals also act in accordance with Johnson & Johnson HCC requirements when interacting with Healthcare Professionals and report adverse events and complaints (as above).
- Complies with designated SOP's for the role

Qualifications

- Related Degree (preferred)
- CIPD Qualified
- Registration with official governing bodies eg General Medical Council, Royal Society of Pharmacists
- Chartered Institute of Personnel and Development