Human Resources Business Partner (Manager)

Sumitomo Pharma Co., Ltd., is a global pharmaceutical company based in Japan with operations in the U.S. (Sumitomo Pharma America, Inc.), focused on addressing patient needs in oncology, urology, women's health, rare diseases, cell & gene therapies and CNS. With several marketed products and a diverse pipeline of early- to late-stage investigational assets, we aim to accelerate discovery, research, and development to bring novel therapies to patients sooner. For more information on SMPA, visit our website https://www.us.sumitomo-pharma.com or follow us on LinkedIn.

We are currently seeking a dynamic, highly motivated, and experienced individual for the position of Human Resources Business Partner (Manager) role. This role supports the execution of established HR strategies by partnering with people managers and functional leaders to address defined talent and workforce needs.

As an HRBP, you will be aligned with specific business unit(s) or function(s) and support delivery of HR programs and initiatives for those areas. The Human Resources Business Partner serves as a trusted HR partner providing guidance to managers and employees, aligning business objectives with people strategies.  The HRBP is responsible for delivering comprehensive HR solutions, fostering a positive work environment, and supporting organizational growth and transformation.

Job Duties and Responsibilities

• Build relationships with business leaders to support organizational and people-related strategy and execution.
• Understand the business strategy and identify opportunities to increase alignment with the strategy by helping business leaders proactively identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.
• Act as the advocate for leading talent management and succession planning for the business unit with a focus on enhancing the quality of leaders and managers, building skills and capabilities of the workforce, and ensuring succession bench strength.
• Partner with business unit leaders, employees, and Talent Management to create development programs for high-potential employees.
• Partner with leadership to identify and diagnose gaps between current and desired organization performance and deploy actions to resolve gaps, including organization redesign, process change, coaching, and training.
• Analyze workforce trends to model and forecast future labor requirements and develop proactive solutions to support senior leaders in workforce planning and succession management.
• Work in partnership with Finance and Talent Management to deliver Workforce Planning for your business unit(s) or function(s). 
• Review key business performance targets and their related talent implications with business leaders to proactively identify and address potential gaps and opportunities.
• Review and benchmark the internal and external environment to identify new opportunities for HR and to improve HR policies and initiatives.
• Identify and drive the sharing of best practices within the business/across functions to facilitate continuous improvement.
• Facilitate the exchange of HR best practices within the HRBP team to strengthen overall alignment, collaboration and results.
• Act as a liaison between the line, HR operations and COEs to ensure HR services are aligned with internal client and business needs.
• Partner with leaders and Total Rewards to align performance management and reward strategies to reinforce an environment of collaboration and innovation with and across business units.
• Partner closely with leaders and Employee Relations to proactively identify and address employee relations issues to foster a positive work environment.
• Coach leaders to drive employee engagement, and improve leadership abilities, culture, employee retention, relationships among teams/individuals and interpersonal communications, as well as deliver effective performance feedback.
• Partner with business leaders to support change management initiatives and foster a culture of excellence.

Key Core Competencies

• Act with integrity at all times as a representative of the Company, leadership, employees, and the patients we serve
• Clear, comprehensive understanding of the link between talent strategy and business strategy, as well as deep knowledge of HR policies, employment laws, HR best practices, processes (e.g., workforce planning and talent management) and talent management practices
• Applies HR best practices within the established HR strategy to support the overall business objectives.
• Able to synthesize large quantities of quantitative and qualitative data, recognize trends, tie back to business priorities, and develop recommendations based on data analysis
• Being flexible and adaptable with the ability to work through ambiguity when data is not clear or available
• Able to apply HR’s multilevel view to collaborate with the business unit by assessing how an issue affects various categories of workers and identifying potential secondary impacts.
• Strong partnership skills with the ability to influence outcomes that are aligned with overall company and business objectives
• Effective team player and networker
• Strong interpersonal, communication and relationship building skills
• High degree of organizational awareness, ability to connect the dots to understand all the interdependency and big picture.
• Ability to work effectively in a fast-paced, dynamic environment and manage multiple priorities
• Demonstrated problem-solving, analytical, critical thinking, and conflict resolution abilities
• Strong foundational HR skills, effectively supports leaders and employees, and executes HR solutions with sound judgment. Builds productive working relationships, applies HR policies and practices consistently, and solves moderately complex people and organizational issues independently. Uses data and insights to inform recommendations, adapts effectively to change, and balances operational execution with emerging strategic contribution in a fast‑paced environment.

Education and Experience

• Bachelor’s degree, with a preference towards degrees in HR management or business administration
• 4+ years in an HR role supporting one or more executives, with 3+ years biotech, life sciences or pharmaceutical industry experience
• Experience applying HR programs across areas such as talent management, employee relations, performance management, and workforce planning

The base salary range for this role is $119,520 to $179,280. Base salary is part of our total rewards package which also includes the opportunity for merit-based salary increases, short incentive plan participation, eligibility for our 401(k) plan, medical, dental, vision, life and disability insurances and leaves provided in line with your work state.  Our robust time-off policy includes flexible paid time off, 11 paid holidays plus additional time off for a shut-down period during the last week of December, 80 hours of paid sick time upon hire and each year thereafter.  Total compensation, including base salary to be offered, will depend on elements unique to each candidate, including candidate experience, skills, education and other factors permitted by law.

Disclaimer: The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.

Confidential Data: All information (written, verbal, electronic, etc.) that an employee encounters is considered confidential.

Compliance: Achieve and maintain Compliance with all applicable regulatory, legal and operational rules and procedures, by ensuring that all plans and activities for and on behalf of Sumitomo Pharma America (SMPA) and affiliates are carried out with the "best" industry practices and the highest ethical standards.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Mental/Physical Requirements: Fast paced environment handling multiple demands. Must be able to exercise appropriate judgment as necessary. Requires a high level of initiative and independence. Excellent written and oral communication skills required. Requires ability to use a personal computer for extended periods of time.

Sumitomo Pharma America (SMPA) is an Equal Employment Opportunity (EEO) employer

Qualified applicants will receive consideration for employment without regard to race; color; creed; religion; national origin; age; ancestry; nationality; marital, domestic partnership or civil union status; sex, gender; affectional or sexual orientation; disability; veteran or military status or liability for military status; domestic violence victim status; atypical cellular or blood trait; genetic information (including the refusal to submit to genetic testing) or any other characteristic protected by law.