Seagen

Associate Director HR Business Partner

Corporate Functions - Hybrid Remote, Bothell, United States

Description

Seagen is a global, multi-product biotechnology company dedicated to developing and commercializing transformative cancer medicines. As the industry leader in antibody-drug conjugate (ADC) technology, we pioneered a new generation in the science of harnessing antibodies to deliver cell-killing agents directly to cancer cells. Seagen’s dedication to improving the lives of cancer patients goes beyond science, and we believe that every employee has a role in contributing to this mission. By working together with a shared dedication and diverse perspectives, we are able to reach our full potential and make a real difference in the world. Seagen is a fast-growing company and has an abundance of opportunities available for you to grow your career. Put your passion to work at Seagen and join us!

Summary

The Associate Director, HR Business Partner position will partner with business leaders to develop and execute HR strategies focused on organizational design and effectiveness, workforce planning, talent management, and employee engagement.

The AD, HRBP will serve as a strategic business partner within our global Technical Operations division, a core area for Seagen. In addition, they will contribute to programs that run across the broader HR team. To be successful in this role, you must understand business priorities and translate them into the highest impact work. You will help business leaders look around corners with data-driven recommendations that improve performance, retention, and the overall employee experience.

The AD, HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. The AD, HRBP serves as an executive coach for senior leadership and mentor for other positions in the function.

Success in this role will require influential partnership with middle and senior management within the organization to execute the HR strategies that foster organizational and people effectiveness. To succeed, you will need a flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations. The individual in this role must understand business priorities and translate them into an HR agenda that supports the business as it grows.

Requirements or Responsibilities:

• The ability to understand the people implications of business goals and design organization-wide talent plans that help scale the business through people.
• A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement.
• Experience facilitating change management within a rapid and complex changing work environment.
• Ability to interface, coach and mentor at the most senior levels in the organization while staying close to organizational health at all levels.
• Partner w/ business on org design, workforce planning, talent management, succession planning, and culture (with a focus on DEI).
• Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience.
• Skilled at facilitating senior leader talent reviews to effectively calibrate performance, promotions and support the development and retention of a diverse workforce.
• Ability to be innovative and think strategically, but also not be afraid to "roll up your sleeves" as we are a maturing HR function supporting a growing business.
• Plan, manage and provide continuous improvement to all aspects of the client organization and leadership review process and the strategic objectives therein. This includes both annual and mid-year processes which focus on performance management and talent development.
• A strong solutions focus and be comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions.
• The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company.
• Understand the entire talent system and each stage of the employee lifecycle and apply that understanding to craft integrated solutions that are thoughtful and reinforced by upstream and downstream talent programs.
• Partner with managers to retain, develop and motivate a diverse range of talent to achieve their fullest potential.
• Working with business groups to assess, create and implement innovative solutions for a variety of employee engagement initiatives within client group.
• Provide ongoing support to the leadership team on human resources related matters, policies and procedures.
• Provide compensation support including salary planning, approval of salary actions, promotions and job re-leveling.
• Ability to influence broader HR team members without direct authority to drive the people agenda.

Qualifications:

• Strong judgment and decision making, that anticipates unintended consequences, ripple effects and impacts, looks around corners, and is comfortable dealing with ambiguity.
• Ability to make independent decisions and tough calls. They are viewed as thought leaders in their function and across the organization. They demonstrate a pattern of success across numerous roles.
• Ability to influence and partner with different levels of the organization to achieve results.
• Strong business and HR acumen, including strong problem-solving skills, critical thinking, and self-initiative.
• Demonstrated ability to coach managers and supervisors to use company best practices for maximum effectiveness.
• Excellent written, verbal communication, interpersonal skills; high quality document and report preparation.
• Excellent presentation skills and knowledge of employment laws.
• Proven ability to successfully collaborate as a team member and to build and maintain a positive work environment across the network.
• Experience working in a high growth environment requiring strong multi-tasking abilities.
• Bachelor's Degree required in Human Resources Management or related field (or equivalent).
• +10 years of experience in progressive HR leadership roles with broad knowledge and experience in human resource management, including employee relations, talent development, performance management and compensation.
• Experience assessing, onboarding and developing executive talent.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and respective federal and state employment laws.

Preferred Qualifications:

• Master's Degree in Human Resources Management or related field is preferred
• Able to travel domestically and globally, as needed
• HR experience in a Biotech or Pharma environment
• PHR or SPHR. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential
• Experience within an HR Center of Excellence (e.g. Talent Acquisition, HR Operations, Total Rewards, Talent Development, HR Analytics, DEI, etc.)

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.

The hiring pay range for this position is $162,00.00 to $209,00.00 per year based on skills, education and experience relevant to the role.   Other components of total compensation include a competitive equity grant at the time of hire (with additional annual grants, and grants upon promotion when applicable), and an annual bonus.

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.

To prevent the spread of COVID-19, and as an integral part of its public health and safety measures, Seagen requires that all newly-hired employees be fully vaccinated against COVID-19 before commencing employment, subject to reasonable accommodation and other requirements of applicable federal, state, and local law.

Apply:

Seagen

Seagen is an Equal Opportunity Employer

Submitted: 01/20/2023