Seagen

HR Portfolio Partner

Description

Summary

At Seagen, our HR Portfolio Partners are known for their knowledge of HR programs, processes and tools and their ability to work effectively across a portfolio of businesses. They act as the frontline consultant to people managers to create a positive employee experience. They operate and are valued as subject matter experts, having sound knowledge in company and local programs, processes and policies, offering a strong and compelling point of view around HR related matters, thus building credibility. They are committed to collaboration with multiple HR Business Partners, HR specialists and people managers across the various businesses they support. A key area of focus for the HR Portfolio Partner is to increase manager capability, which should enable them to be more self-sufficient and drive manager education on important people programs, policies, tools and processes. Whilst doing this, the HR Portfolio Partners are continuously raising the bar on harmonizing practice across a geography, creating scalable processes and sharing best practices across Seagen.

Managers collaborate using different communication channels with the HR Portfolio Partners to support sensitive and often complex employee issues including disciplinary, performance improvement and grievance processes. These channels can include 1:1s, multiple stakeholder meetings, as well as scalable learning formats (circles, brown bags etc.) to educate Managers on relevant people matters.

Responsibilities:

The HRP will act as an influential partner in helping managers with talent management processes, people development, and implementation of organizational changes. Thanks to their visibility across businesses and their access to data on managers’ and employees’ requests, HRPs spot trends and identify emerging needs and address them with innovative people programs, tools and processes.

1. Organizational effectiveness—~30%

• Process ownership for Employee Relations management, including disciplinary, performance improvement & exit management.
• Work with people managers end to end on performance management cases. This includes consulting on performance concerns, supporting managers when starting the process and finalizing separation agreements.
• Conduct employee relations investigations in collaboration with HR Business Partner Leads from intake through resolution.
• Develop employment law acumen commiserate with multiple jurisdictions to ensure seamless execution of critical HR processes.
• Where applicable, support HR efforts for interaction with Works Council (WC) representatives and represent the company in legal matters (e.g. litigations) Manage the leaver process, including conducting ad-hoc exit interviews (Global Only).
• Manage employee engagement programs and support managers with tools or action planning to drive improvements.
• Provide support and guidance to HR Business Partners and Managers on change initiatives; execute change plans locally working with Legal, PR, and tax as appropriate. Provide the tools, framework, and support to ensure change initiatives are successful.

2. Talent Management—~15%

• Support Talent Management processes through partnership with the HRBPs in the organization, developing toolkit and communications that help managers to be self-sufficient with Talent Reviews and the actions thereafter.
• Provide logistical support for planning of Talent Management processes and other site related activities.
• Coach, train and guide managers during the Talent Management process and tools, compensation planning and during off cycle and exception compensation requests, applying their deep knowledge of Seagens’s compensation philosophy.
• Consult with Managers on Compensation matters. Understand the background to the request, analyze the team data and complete other necessary due diligence.

3. Organization health—~15%

• Provide tracking and identification of hot spots within the organization as it relates to overall organizational effectiveness and health.
• Train and coach managers on the use of the analytics and data that affects their business and provide supplemental reporting as necessary.
• Channel routine transactional inquiries to HR Services. Respond to non-routine enquiries from employees and managers.
• Consult managers on people matters that require in depth knowledge of policies, procedures and local legislation, across multiple countries, where necessary.
• Review local policies and processes in order to ensure that they are fit for purpose.
• Analyze data and trends on ER and performance management, in order to provide input to the business strategy to HRBP or COE, preventing the recurrence of known issues.

4. Manager and employee development—~15%

• Enable the success of new & experienced managers by leveraging, delivering and improving onboarding experiences, existing training contents, and collaborating with the Talent Development team to anticipate and address emerging needs.
• Support managers and employees in identifying training opportunities and on-the-job experiences to further develop functional and managerial skills.
• Support people managers with creating a culture of equity and inclusion, preparing for performance and development conversations, and engaging key talent.
• Design and deliver Manager Education Programs (Circles, ‘lunch and learns’, etc.) to further drive collective education and manager effectiveness.

5. HR General—~20%

• Act as stewards of the employee experience and Seagen “culture keepers.” Act as point of contact and Program Manager for people tools, processes, programs or projects. E.g. Efforts regarding diversity, equity, and inclusion. Manage implementation and review of those. May provide support for site related activities, where necessary, to support engagement and culture related activities.
• Collaborate with HRBPs, other teams, and COE’s on key HR areas/projects that are critical for the site/region, such as introduction of new policies or benefits.
• Partner with people managers to ensure Seagens’ policies are consistently implemented across the organization (i.e., Leave, Accommodation, Outside Work, Immigration, and other issues) and HRBP when necessary.
• Analyze data and observations across the organization, highlighting trends and recommending/driving solutions, as appropriate.

6. Process Improvement and Automation—5%

• Develop standardized process as it relates to manual work through the creation of SOPs that can be used for best practice sharing across the global organization.
• Partner with HR Shared Services team to automate processes for employee and manager self-service.
• Identify, plan and implement key projects to improve quality, reduce cost, increase productivity of HR team resulting in business improvement, manager effectiveness and customer satisfaction.
• Provide management with project status updates, feedback, and appropriate reporting on key responsibilities and objectives.
• Coordinates with COEs to improve HR process, and serves as the major POC of process implementation.
• Partner with IT for the automation of processes where possible to drive Hands Off the Wheel (HOTW) HR.
• Partner with other Portfolio Partners for the development of tools that can be scaled across the business and serve as best practices for the organization.

Basic Qualifications:

• Min 3+ years of relevant Human Resources experience.

Preferred Qualifications:

• Bachelors degree.
• Employment law knowledge of the respective country and basics of HR administration.
• Strong business and HR acumen, including strong problem-solving skills, critical thinking and analysis.
• Strong communication skills; excellent spoken and written English, any additional languages a plus.
• Coaching and consulting skills.
• Experience in working in a highly matrixed organization.
• Project management and execution skills.
• Drives recommendations and prioritization. Looks to a lead or manager to put decisions into a broader business context.
• Thrives in a high-pressure environment and able to manage multiple simultaneous priorities.
• Able to build trust with managers thanks to strong expertise and judgement.
• Possesses intellectual curiosity; brings insight into the team & business.

As the leading employer in our industry in the Pacific Northwest, Seagen is proud to offer a competitive total compensation package as well as a comprehensive benefits program designed to support the whole lives of our employees and their families. Benefits include medical, vision and dental coverage, group and supplemental life insurance, 401(k) with company match, tuition reimbursement, relocation assistance and much more. To learn more about Seagen, please visit www.seagen.com.

Seagen is an equal opportunity employer. All qualified applications will receive consideration for employment without regard to race, age, gender identity, sexual orientation, color, religion, sex, marital status, national origin, protected veteran status, disability status, or any other status protected by federal, state, or local law.

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Seagen

Seagen is an Equal Opportunity Employer

Submitted: 03/26/2021