At EVERSANA, we are proud to be certified as a Great Place to Work across the globe. We’re fueled by our vision to create a healthier world. How? Our global team of more than 7,000 employees is committed to creating and delivering next-generation commercialization services to the life sciences industry. We are grounded in our cultural beliefs and serve more than 650 clients ranging from innovative biotech start-ups to established pharmaceutical companies. Our products, services and solutions help bring innovative therapies to market and support the patients who depend on them. Our jobs, skills and talents are unique, but together we make an impact every day. Join us! 

Across our growing organization, we embrace diversity in backgrounds and experiences. Improving patient lives around the world is a priority, and we need people from all backgrounds and swaths of life to help build the future of the healthcare and the life sciences industry. We believe our people make all the difference in cultivating an inclusive culture that embraces our cultural beliefs.  We are deliberate and self-reflective about the kind of team and culture we are building. We look for team members that are not only strong in their own aptitudes but also who care deeply about EVERSANA, our people, clients and most importantly, the patients we serve.   We are EVERSANA.  

The People Director plays a crucial role in overseeing and managing all aspects of the human resources function within their assigned divisions of the organization. This leadership position involves strategic planning, policy development, employee relations, talent acquisition support, performance management, strong compensation and benefits administration knowledge, and compliance with employment laws and regulations. 

ESSENTIAL DUTIES AND RESPONSIBILITIES:
Our employees are tasked with delivering excellent business results through the efforts of their teams.  These results are achieved by:

• Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
• Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations.
• Manages human resources operations by:
  • recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions
  • maintaining compensation
  • determining production, productivity, quality, and customer-service strategies
  • designing systems
  • accumulating resources
  • resolving problems
  • implementing change
• Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
• Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
• Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.
• Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
• Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
• Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
• Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
• Planning, organizing and coordinating various HR projects, programs and services for the appropriate business unit and/or shared services group
• All other duties as assigned

PEOPLE LEADER

People leaders must possess both the skills to effectively accomplish these tasks and the emotional intelligence to do so in alignment with our cultural values.  In addition to the critical management and leadership tasks listed above, this role also includes the following unique responsibilities:

• Management and leadership of direct reports and their performance levels
• Interview, select and supervise the activities of the department staff; communicate interpret and discuss with team the company policies and procedures and ensure that all objectives are met and communicated within HR and to the appropriate stakeholders across the enterprise
• Determine job objectives, work methods and performance standards; review performance relative to departmental objectives discussion appraisal with each employee and performance; authorize and communicate salary changes, promotions, transfers, discipline and discharge and administer all other personnel actions.

EXPECTATIONS OF THE JOB:

• Travel (10% for HR meetings as required)
• Hours (45+ hours per week, 5 days of the week and extra hours as required by HR projects and/or the business)

MINIMUM KNOWLEDGE, SKILLS AND ABILITIES:
The requirements listed below are representative of the experience, education, knowledge, skill and/or abilities required.

• Education Bachelor’s Degree in Human Resources or an associated major is required
• Experience and/or Training 10 years of experience in HR generalist roles to include recruiting, performance management, training, compensation and benefits, employee relations and/or other associated HR specialties. 
• Licenses/Certificates none are required
• Technology/Equipment intermediate skills in all MS Office products—Word, Excel and Power Point

PREFERRED QUALIFICATIONS:

• Education Master’s Degree in Human Resources or an associated degree such as an MBA
• Experience and/or Training Life Science or Pharmaceutical experience is preferred
• Technology/Equipment expert skills in all MS Office products—Word, Excel and Power Point

OUR CULTURAL BELIEFS: 

Patient Minded I act with the patient’s best interest in mind.  

Client Delight I own every client experience and its impact on results.  

Take Action I am empowered and empower others to act now.  

Grow Talent I own my development and invest in the development of others.   

Win Together I passionately connect with anyone, anywhere, anytime to achieve results.  

Communication Matters I speak up to create transparent, thoughtful and timely dialogue.  

Embrace Diversity I create an environment of awareness and respect.  

Always Innovate I am bold and creative in everything I do. 

EVERSANA is committed to providing competitive salaries and benefits for all employees. The anticipated base salary range for this position is $99,000 to $134,000 and is not applicable to locations outside of the U.S.  The base salary range represents the low and high end of the salary range for this position.  Compensation will be determined based on relevant experience, other job-related qualifications/skills, and geographic location (to account for comparative cost of living).  EVERSANA reserves the right to modify this base salary range at any time.

From EVERSANA’s inception, Diversity, Equity & Inclusion have always been key to our success. We are an Equal Opportunity Employer, and our employees are people with different strengths, experiences, and backgrounds who share a passion for improving the lives of patients and leading innovation within the healthcare industry. Diversity not only includes race and gender identity, but also age, disability status, veteran status, sexual orientation, religion, and many other parts of one’s identity. All of our employees’ points of view are key to our success, and inclusion is everyone's responsibility.

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