Senior Director HR Business Partner

As a member of theMT Human Resources Team, theSeniorDirectorHR Business Partneris responsible forsupporting and driving the MTTalentStrategy for our MT Acceleration Program through practical talent solutions. The position serves as an advocate and consultant to management on human resource-related issues tothe overall talent strategytothe MT organization, The successfulSeniorDirector HRBP acts as an employee champion and change agent. The role assesses andanticipatesHR-related needs and communicates needs proactively within the HR functionand tobusiness leadership teams. The position forges partnerships across the HR function to deliver value-added service to MT leaders and employees that support the accomplishment of the businessobjectivesof the organization.

The HR Business Partner will know the business well and have a clear point of view on talent strategies and key partnerships within the enterprise needed to enable business results. They will deeply understand thebusinessesgoals and priorities and influence key talent decisions through trust and credibility with the Sr. Leadership Team and HR colleagues.

Key Responsibilities

TheSeniorDirector, HRBP consults with leaders to provide customized and practical HR solutions to challenges across a range of HR functions including organization design and effectiveness, talent management (workforce planning, development, retention, assessment, careerarchitectingand succession), engagement and culture, diversity, and compensation.

Strategic HR Leadership:

• Driveand implement HR strategies aligned with the MTTalent Strategy Program

• Partner with senior executives,business leaders, and program leadersto provide strategic HR guidance and support.

• Drive organizational effectiveness byidentifyingopportunities for HR interventions and solutions.

• HR Business Partnering:

• Serve as a trusted advisor and partner to senior leaders, understanding their business needs and providing HR insights and solutions.

• Collaborate with business leaders to develop and execute workforce plans, including talent acquisition, succession planning, and retention strategies.

• Provide guidance, partner, and support execution on organizational design, change management, and cultural transformation initiatives.

• Organizational Development, Culture, and Change Management:

• Support and help implement organizational development initiatives, such as workforce planning, organizational design, and restructuring efforts.

• Drive change management strategies tofacilitatesmooth transitions during organizational changes or business transformations.

• Lead culture change through assessing, developing, launching, and reinforcing culture behaviors and initiatives

• Talent Acquisition and Management:

• Partner with Executive/Sr. Leader hiring managers and the talent acquisition team to ensure effective recruitment strategies, sourcing methods, and candidate selection processes.

• Partner with Talent Partner/TMD to implement programs to attract, develop, andretaintop talent, fostering a high-performance culture.

HR Analytics and Metrics:

• Utilize HR analytics and data-driven insights to assess HR effectiveness and drive data-informed decision-making.

• Develop andmonitorkey HR metrics,scorecard, anddashboards to track HR initiatives,identifytrends, and make strategic recommendationsrelated to the program.

Qualifications

MinimumRequirements

• Minimum of 13 years of experience working within a matrixed, high-growth organization

• 10+ years of experience in Human Resources and/or Talent Management

• Demonstrated experience in HR Business Partnering, strategic HR planning, and driving HR initiatives across an organization

• Experience working in multiple areas within the HR Function is an added advantage

• Experience working in a healthcare and/or biopharma settingrequired

Critical Skills

• Strategic Mindset:Ability to navigate within high ambiguity and strategic work,demonstratebehaviors to effectively translate strategic priorities and intent into practical talent solutions.

• Collaboration and Influence:Ability to navigate and drive impactful results in a matrix organizational structure.

• Relationship Building: Ability to partner with and influence colleagues in the HR Centers of Excellence (Talent Management & Development, Employee Relations, Total Rewards, DEI)

• Build Trust: Quickly build credibility and create accountability with different stakeholders across the enterprise (Executive Leadership team members, BU/FX senior leaders).

• Coaching:Excellent interpersonal and coaching skills, ability to assess needs, collaborate, andidentifybestapproachand partners to deliver practical solutions that drive talent results.

• Communication:Well-developed verbal and written communication skills.

• Executive presence: intentionallyseeksto 'know their audience' anddemonstrateability to navigate environments and situations effectively

• Strong analytical and problem-solving skills:Ability to accurately distill complex information and communicate the information in a concise and understandable manner.

• Highly experienced at handling sensitive issues and situations