Sr Manager Human Resources

General Summary

The Senior Human Resources Manager serves as the primary Human Resources Business Partner (HRBP) for U.S.-based Support Functions, with expanded strategic accountability and decision-making authority. This role partners closely with people leaders to drive organizational effectiveness through leader coaching, employee relations (ER) guidance, execution of core HR cycles, and activation of culture and engagement initiatives.

In addition to direct client-group ownership, the Senior Human Resources Manager provides cross-support to the Senior Director, HR Business Partner across defined business groups, contributing to enterprise-level HR priorities and gaining exposure to higher-altitude, strategic HRBP responsibilities. The role blends hands-on HR operations with strategic partnership, ensuring a consistent, compliant, and high-quality employee experience while supporting business growth and performance.

Essential Functions

HR Business Partner Responsibilities

• Serve as the primary HR Business Partner for U.S.-based Support Functions, building trusted relationships with leaders and acting as a strategic advisor on people, performance, and organizational matters.
• Coach and develop managers to strengthen leadership capability, accountability, and effective people management practices.
• Lead and manage employee relations cases, including investigations, documentation, and resolution, ensuring outcomes are fair, compliant, and aligned with the Bora STAR Values.
• Provide counsel and guidance on performance management, corrective action, and employment decisions with a solutions-oriented and risk-aware approach.
• Execute performance, talent, and development cycles (i.e. goal setting, reviews, calibration, talent review, succession planning, etc.) with high quality and timeliness.
• Partner with leaders on workforce planning, organizational design, and job evaluation to support current and future business needs.
• Support engagement planning, team climate improvement efforts, and culture activation initiatives within client groups.
• Interpret and apply HR policies and practices, ensuring compliance with federal, state, and local employment laws.
• Collaborate with HR Centers of Excellence (COEs) to deliver programs related to talent, learning, compensation and engagement.

HR Operations Responsibilities

• Oversee and ensure accurate execution of HR processes across the employee lifecycle, including onboarding, offboarding, job changes, and data management.
• Ensure data integrity and timely processing of HR transactions within Workday and other HR systems.
• Respond to employee and manager inquiries with professionalism, responsiveness, and a strong customer-service orientation.
• Maintain in-depth knowledge of U.S. employment regulations and ensure consistent application of policies across states and regions.
• Prepare HR reports, metrics, and documentation to support audits, workforce analysis, and decision-making.
• Contribute to and partner with HR Operations and COEs to ensure consistent delivery of HR services and programs.
• Champion operational excellence by identifying process improvements that enhance efficiency, accuracy, and employee experience.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Psychology or a related field. Graduate degree preferred.
• At least 8 years of progressive HR experience, including significant experience supporting U.S. business units within HR Business Partner or senior HR generalist roles.
• Demonstrated expertise in employee relations, including managing complex and sensitive ER matters with sound judgment, discretion and risk mitigation.
• Strong working knowledge of U.S. federal, state, and local employment laws and compliance requirements.
• Proven ability to coach and influence leaders at multiple levels while building credibility as a trusted business partner.
• Experience executing core HR cycles (performance management, talent reviews, engagement surveys, workforce planning).
• Operationally strong with high attention to detail, data accuracy, and process discipline.
• Proficiency with HCMS platforms (Workday preferred) and comfort leveraging workforce data and metrics.
• Strong communication, problem-solving, and change management skills.
• Ability to operate effectively in a dynamic, growth-oriented, or evolving organizational environment.
• High level of integrity, confidentiality, and professionalism.

Key Performance Indicators (KPIs)

• High-quality and timely execution of HR cycles
• Manager capability uplift and improved employee relations outcomes
• Engagement, team climate improvements, and culture adoption
• Quality workforce data and effective COE program execution
• Strong partnership with Support Function leaders and alignment with business needs

Compensation Range:

Bora PharmaceuticalsInjectables, Inc.is committed to providing equal employment opportunity to all applicants and employees according to all applicable equal opportunity and affirmative action laws, directives and regulations of federal, state and local governing bodies and agencies. In keeping with this commitment,Bora PharmaceuticalsInjectables, Inc.will recruit, hire, train and promote persons in all job titles, without regard to race, color, creed, religion, sex (including factors related to pregnancy or child birth), national origin, age, marital status, familial status, disability, sexual orientation, gender identity status with regard to public assistance, employment status, local human rights commission activity, status as a protectedveteran,genetic information, atypical hereditary cellular or blood trait, or any other protected category