HR Business Partner

Clinigen is a rapidly growing global specialty pharmaceutical services business with a unique combination of services across the pharmaceutical lifecycle. We currently have over 1,000 employees headquartered in the UK with global offices in the US, EU (Belgium, Germany, France), Asia Pacific and South Africa. Clinigen is growing rapidly and is positioned well for an exciting future of continued expansion.

We have an exciting opportunity for a HR Business Partner to be part of our highly successful global HR team. This role is ideal for someone looking to take on greater responsibility with a high level of autonomy and ownership whilst making a meaningful impact in a dynamic, fast-paced environment.

As our newly appointed HRBP you will work closely with the management team and employees within their partner department and play a pivotal role in supporting them to achieve the optimum performance from their people resource. You will be responsible for monitoring and advising on all aspects of HR; identifying risks, opportunities, priorities and building these into a people plan for the department. You will also ensure any group HR initiatives are embedded successfully into the partner department.

Please note this is a hybrid role, requiring two days per week onsite at our Weybridge, Surrey office.

• Ensure HR support is aligned to the business plans and KPIs/objectives for the partner department; identify and address any people issues impacting delivery of these.
• Ensure senior managers are aware of all key people matters for their teams and work in partnership to identify priorities and build into a people plan for the department.
• Produce monthly reports against specific people measures for the partner department.
• Attend regular management and team meetings for the partner function.
• Keep an up to date understanding of the current performance of the partner function vs its business plan and KPIs/objectives.
• Ensure all employees have SMART objectives, aligned to Group and team objectives, that are reviewed regularly and address any ‘off track’ areas.
• Ensure all team members have personal development plans and progress is being made.
• Map skills requirements and competency levels for the team and work with the L&D partner to develop and implement a plan to close any gaps; feed this into individual development plans.
• Identify high potential/performance employees and ensure there is a plan to retain them.
• Ensure a succession plan is in place for the department and this is supported by development and resourcing plans.
• Proactively identify and address any areas of poor performance.
• Monitor absence levels across the team; intervening as required through occupational health support and absence management process.
• Oversee any employee relations cases being managed by the HR Operations team for the partner department and manage any associated appeals.
• Ensure all employees have clear, relevant and up to date job descriptions and that these are reviewed and updated as necessary.
• Regularly review the effectiveness of the team structure and ways of working with the wider business, make recommendations for improvement where necessary.
• Manage changes appropriately, ensuring compliance with employment legislation and associated best practice.
• Ensure there is a resourcing plan in place for the department; drawing on the short and mid-term plans for the area and the outputs from the succession plan and skills gap assessment.
• Support hiring managers with recruitment, working together with the Resourcing Partner and HR Operations team.
• Regularly review pay and benefits for employees, considering external benchmark data, competitor activity and making recommendations for change where necessary.
• Drive the right behaviours across the teams; proactively encourage cross department/region collaborative working and big picture thinking.
• Monitor engagement levels and morale; acting to address any issues early on.
• Monitor employee turnover; target 10% or less. Understand and address reasons for leaving and proactively manage any flight risks.
• Promote employee reward and recognition; ensuring managers are aware of the initiatives available and making recommendations.
• Promote effective communication throughout the team; advising managers as necessary to ensure key messages are cascaded in the right way, at the right time.
• Ensure the teams are actively involved and engaged in companywide initiatives and events.
• Support the Head of HR with the roll out of group wide HR projects, ensuring successful implementation for the partner department.

• Experience operating in a similar role is essential; demonstrable experience of working autonomously and making decisions.
• CIPD qualified (or equivalent) is highly desirable although not essential depending on experience.
• Strong, up to date knowledge of UK employment law.
• Confident dealing with senior managers and employees at all levels.
• Experience of partnering diverse teams across multiple sites; comfortable with travel.
• Experience working in pharmaceutical / healthcare / life sciences industry advantageous.
• English and Maths GCSE grades A-B (or equivalent).
• Highly computer literate; experience operating with all Microsoft Office software.
• Experience of using Oracle ERP system advantageous.

• 27 days holiday, plus bank holidays.
• Discretionary Bonus Scheme.
• Pension Contributions.
• Life Assurance.
• Flexible Benefits Platform with £25/month Company contribution.
• Annual salary review.
• Independent financial advice service.
• Enhanced Employee Assistance Programme.
• Shopping discounts with retailers.
• Long service awards.
• Recognition scheme & employee of the year awards.

Interested? We would love to hear from you, please apply today for consideration.