HR Business Partner

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Would you like to join an international team working to improve the future of healthcare? Do you want to enhance the lives of millions of people? Grifols is a global healthcare company that since 1909 has been working to improve the health and well-being of people around the world. We are leaders in plasma-derived medicines and transfusion medicine and develop, produce and market innovative medicines, solutions and services in more than 110 countries and regions.

Job Title: Human Resources Business Partner 1 (HR5012)

Estimated Salary Range: $70K - $105K per year, depending on training, education, and experience.

This is a remote position with at least 25% travel.

Summary:

Provides strategic client-focused support meeting operating and long-term strategic objectives, including the following activities: implements business unit/departmental change, provides solutions to business issues utilizing competitor/best practice data/HR tools, processes and diagnostics, confers with other HR professionals for unique solutions and systems, provides clarification of line management role in HR processes, continuously scans the organization environment to anticipate business needs and provide solutions, advocates sound principles of people management practices.

Primary Responsibilities for Role:

Delivers solutions in collaboration with business leaders (i.e., education around a critical topic, business process change) through multi-vehicle communication plans.
Prepares key business data analysis and makes recommendations to effectively communicate HR products, services and programs (benefits, compensation practices, orientation, and executive assimilation).
Ensures goals/objectives are set, communicated and are consistent with the business strategy. Partners with clients to ensure the performance management process and progressive counseling process proactively address performance issues. Ensures effective application of the annual performance management program through evaluation, analysis, and feedback. Ensures promotion and reward decisions are closely correlated with operating performance of business unit.
Manages employee relations issues to effective resolution, ensuring consistent application of the company’s vision, values and beliefs. Ensures career planning and personal development plans are completed and that managers are equipped to deliver development discussions including proactive follow-up. Identifies organizational capability, strengths and gaps with partners to develop and implement plans to close competency issues with defined action items (staffing changes, development plans).
Evaluates the effectiveness of career paths, job ladders and job/role descriptions to ensure validity and consistency of use among client groups. Communicates reward and retention philosophy of the organization and for the business units. Ensures promotion and reward decisions are closely correlated with operating performance of business unit.
Ensures effective application of the annual performance management program through evaluation, analysis, and feedback. Conducts equity and utilization analysis of merit pay and other reward programs. Identifies compensation issues that are legitimately impacting their client groups and works with compensation and the manager to come to a resolution.
Analyzes information, develops alternatives, makes recommendations, and implements solutions to a variety of challenges.
Works closely with management in the implementation of company-wide programs and initiatives such as organizational design and workforce planning.
Maintains ownership of HR business partner processes. Develops and maintains standard operating procedures (SOPs) with internal controls.
Assists management in providing effective leadership development through coaching.

This job description is intended to present the general content and requirements for the performance of this job. The description is not to be construed as an exhaustive statement of duties, responsibilities, or requirements. Managers and supervisors may assign other duties as needed.

Requirements:

EDUCATION: Bachelor’s degree in business, HR or related field.
EXPERIENCE: Typically requires 3 years of HR experience, preferably including experience working as an HR Business Partner.
KNOWLEDGE, SKILLS & ABILITIES: Good knowledge of HR/market trends. Good analytical, oral and written communication skills. Strong critical thinking and problem-solving skills, including the ability to perform root cause analysis.
EQUIVALENCY: Depending on the area of assignment, directly related experience or a combination of directly related education and experience and/or competencies may be considered in place of the stated requirements. Example: If a job level requires a bachelor’s degree plus 4 years of experience, an equivalency could include 8 years of experience, an Associate’s degree with 6 years of experience, or a Master’s degree with 2 years of experience.

Occupational Demands Form # 9: Work is performed in an office environment with exposure to electrical office equipment. Frequently sits for 6-8 hours per day. Repetitive hand movement of both hands with the ability to make fast, simple, repeated movements of the fingers, hands, and wrists. Frequently walks. Occasionally bends and twists neck. Light to moderate lifting and carrying objects with a maximum lift of 30lbs. Frequently drives to site locations with occasional travel within the United States. Able to communicate information and ideas so others will understand; with the ability to listen to and understand information and ideas presented through spoken words and sentences. Interacts with others, relates sensitive information to diverse groups.

Compensation and Benefits:

The estimated pay scale for the HR Business Partner 1 position is $70,000.00 - $105,000.00 per year. Additionally, the position is eligible to participate in up to 5% of the company bonus pool. We offer a wide variety of benefits including, but not limited to: Medical, Dental, Vision, PTO, up to 5% 401(K) match and tuition reimbursement. Final compensation packages will ultimately depend on education, experience, skillset, knowledge, where the role is performed, internal equity and market data. We are committed to offering our employees opportunities for professional growth and career progression. Grifols is a global healthcare organization with employees in 30 countries focused on patient health and providing impactful results. Since our humble beginnings in 1909, Grifols has been a family company that prides itself on its family-like culture. Our company has more than tripled over the last 10 years, and you can grow with us!

“We are looking to grow our teams with people who share our energy and enthusiasm for creating the best experience for our donors/customers.”

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Third Party Agency and Recruiter Notice:

Agencies that present a candidate MUST have an active, nonexpired Grifols Agency Master Services Agreement with the Grifols Talent Acquisition Department. Additionally, agencies may only submit candidates to positions that they have been engaged to work on by a Grifols Recruiter. All resumes must be sent to a Grifols Recruiter under these terms, or they will be considered a Grifols candidate.

EEO:

Grifols provides equal employment opportunities to applicants and employees without regard to race, color, sex, gender identity, sexual orientation, religious practices and observances, national origin, pregnancy, childbirth, or related medical conditions, status as a protected veteran or spouse/family member of a protected veteran, or disability. We will consider for employment all qualified applicants in a manner consistent with the requirements of all applicable laws.

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