Human Resources Business Partner

Join Lumicera as an HR Business Partner and help shape the future of a fast-growing, mission-driven organization. As we navigate an ambitious growth trajectory and execute our strategic plan, we need an HRBP who thrives in dynamic environments and acts as a trusted liaison between HR and the business. You'll be embedded in leadership conversations, proactively identifying people and HR process opportunities. We're looking for someone with experience in high-growth organizations, strong cultural alignment, and a proactive mindset. Specialty pharmacy experience isn't required, what matters most is your ability to partner, anticipate needs, and drive impact.

The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders, aligning HR strategies with business objectives to drive organizational performance. The HRBP provides expert guidance in areas such as workforce planning, talent management, associate relations, organizational development, and change management. This role acts as a consultant to management on human resource-related issues while serving as an associate champion and change agent.

The HRBP will provide HR guidance, analyze metrics, resolve associate relations issues, and work with management to improve work relationships and productivity. The HRBP provides consultation to assigned business units and/or functional areas to formulate partnerships across the HR function, working to deliver value-added service to management and associates that reflect the business objectives of the organization. This role will be responsible for delivering all HR services leveraging other HR experts as appropriate for the full associate lifecycle, including recruiting, selection, onboarding, engagement, development, performance management, rewards, and offboarding.

* Partner with business leaders to develop and implement HR strategies that support business goals.
* Provide guidance and support on organizational design, workforce planning and talent development planning to support the business strategy and organizational goals.
* Lead and support performance management, succession planning, and associate engagement initiatives.
* Lead performance improvement and support with divisional leadership to ensure alignment with company performance policy, practices, and standards and provide leadership training to support positive performance measures.
* Manage complex associate relations issues, conduct effective, thorough, and objective investigations and ensure compliance with policies, procedures, and laws.
* Collaborate with Centers of Excellence (COE) such as Talent Acquisition, Total Rewards, Learning and Development and HR Generalists to achieve company and business unit initiatives and needs.
* Analyze HR metrics and trends to develop solutions, programs, and policies in partnership with the HR COE Leadership.
* Develops and analyzes data to guide business leaders in planning and execution of people related strategies.
* Drive change management initiatives and foster a culture of continuous improvement ensuring success. Proactively challenge the status quo and / or innovative ideas to ensure decisions are consistent with organizational standards, policy, and culture.
* Coach and develop managers on effective leadership and people management practices.
* Serves as a member of the leadership team for assigned business units and functions.
* Consults with Leadership to provide HR guidance, policy interpretation, coaching, and partnership to resolve associate relations, drive engagement and performance, and effectiveness in talent selection.
* Works closely with management and team members to improve work relationships, build morale, and increase productivity and retention.
* Collaborate with HR COE Leadership to ensure efficient and effective hiring, onboarding, and offboarding of staff.
* Maintains in-depth knowledge of legal requirements related to day-to-day management of associates, reducing legal risks, and ensuring regulatory compliance. Partners with legal counsel as needed/required.
* Partners with HR Leadership on people-focused communication and implementation of initiatives and services.
* Identifies training needs for assigned business units and functions and provides individual leadership coaching as needed.
* Other duties as assigned.

* Education: Bachelor's degree in human resource management or business-related discipline or equivalent experience required.

* Certification/Licenses: SHRM-CP, SHRM-SCP, PHR or SPHR is preferred.

* Experience:

o 5 years of progressive HR experience with at least 2 years in a business partner or consultative role required.
o Strong knowledge of employment laws and HR best practices.
o Proven ability to influence and build strong relationships with stakeholders at all levels.
o Project management experience with the ability to manage multiple projects and priorities in a dynamic environment preferred.
o Familiarity with data analytics and HR metrics.
o Knowledge of general human resource programs, policies, and procedures related to employee relations, recruitment, compensation, benefits, leave administration, EEO/AAP administration, understanding of state and federal laws related to employment practice strongly desired.