Senior Principal Global HR Business Partner (REMOTE MA or CT)

When joining PerkinElmer, you select an experienced and trusted leader in scientific solutions, with the support of a global service network and distribution centers, providing the right solution, at the right time, to meet critical customer needs. With over an 80+ year legacy of advancing science and a mission of innovating for a healthier world, our dedicated team collaborates closely with commercial, government, academic and healthcare customers to deliver our broad portfolio of analytical solutions, and OneSource services.

Job Title

Senior Principal Global HR Business Partner (REMOTE MA or CT)

Location(s)

US Remote – CT, US Remote – MAThe Company

The “new” PerkinElmer business, a newly independent company as of March 13, 2023, is a global analytical services and solutions provider with offerings including the leading OneSource Field and Laboratory services business that serve the biopharma, food, environmental, safety and applied end markets to accelerate scientific outcomes. Since 1937, PerkinElmer has served as a trusted partner in laboratory analysis and management and today complements its service offerings with a broad portfolio of atomic spectroscopy, molecular spectroscopy, and chromatography instruments, consumables, and reagents. With a dedicated team of more than 6,000 team members, the Company serves customers in more than 35 countries. Additional information is available at www.perkinelmer.com.

Purpose

PerkinElmer is looking for high potential Human Resources Business Partner/Generalist in the United States, providing human resources support for our global OneSource Service business as well as a US employee population. In this role you will collaborate with Business Leaders, HR team members along our global HR Centers of Excellence in Talent, Total Rewards, HR Technology & Analytics, and our HR Program Management Office to deliver the full scope HR activities for your client groups. The scope of this role spans a broad range of work, talent management, workforce planning, compliance, organization structure, employee engagement and development, total rewards, and employee relations.

Location: Mostly Remote with occasional travel to MA or CT offices so need to be local to either of those areas.

Responsibilities

In this role you will serve as the top strategic HR Business Partner on organizational and business decisions and activities including:

• Building strong partnerships and trust with business leaders to translate business strategies and objectives into an HR roadmap, garner support and identity ownership for that roadmap.
• Setting the talent strategy, which includes workforce planning, talent attraction, total rewards, talent assessment processes including succession management, performance management, retention efforts and identification and building of high potential and future management bench, and support talent development
• Providing leadership and expertise in culture, change and HR processes.
• Acting as an organizational & simplification champion coach who builds organizational capabilities, reduces complexity and partners with clients to maximize team performance
• Facilitating culture and communications throughout the organization; work with operating leaders to ensure successful implementation of change efforts
• Partnership with the Total Rewards COE and Commercial Operations team for compensation plans and rewards and recognition programs that are equitable and in line with the organization’s goals
• Collaborating across the global PerkinElmer HR matrix, as well as overall Enterprise matrix
• Creating and implementing resource planning models to identify competency, knowledge, and talent gaps and develop specific programs for the filling of the gaps
• Measuring and monitoring trends and the impact of key HR metrics and dashboards to drive HR needs planning.
• Leveraging the COEs (HR Centers of Excellence) to develop and implement programs that foster employee engagement, DE&I, and success.
• Aligning leaders on key people objectives to generate impact and drive outcomes for the business; increase manager self-reliance and help ensure consistent integration and application of talent practices and processes

Basic Qualifications

• Bachelor’s Degree from an accredited university or college
• 10+ year’s progressive experience in human resources, organizational development / talent management / talent workforce planning in a fast paced, high growth environment.
• Minimum of 3 years of experience partnering with commercial or service leaders to elevate workforce performance

Preferred Characteristics

• Demonstrated ability to drive HR strategic agenda using knowledge of the organization and its employees
• Demonstrated experience in making sound strategic HR decisions & assessing executive leadership talent
• Excellent collaboration, project management, organizational and change agent skills
• An impact player with proven ability to drive change and lead in complex, matrix, goal-driven organization
• Confidence to voice opinions & ideas and willingness to deliver tough feedback/coaching to leadership
• Ability to support and coach senior leaders, when appropriate
• Strong assessment skills coupled with excellent judgment and perspective on human resources issues
• Passion for innovative HR solutions and process improvement
• Able to energize and inspire others to commit to and act on business priorities
• Excels at developing and implementing organization-wide processes and projects.
• Clear and concise communication style with the ability to influence and enact change
• Self-starter, builder, and someone who isn’t afraid to get their hands dirty
• Strong presence, seen as influential & respected by leadership
• Strong ‘storytelling’ ability, crafts a clear and engaging message
• Ability to work in changing environments, sees through complexity and strategically promotes an inclusive/diverse workforce

The annual compensation range for this full-time position is $(125,000) to $(155,000). The final base pay offered to the successful candidate will be determined by factors including internal equity, work location, as well as individual qualifications, such as job-related skills, experience, and relevant education or training.

PerkinElmer is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability status, age, or veteran status or any other characteristics protected by applicable law. PerkinElmer is committed to a culturally diverse workforce.

PerkinElmer is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability status, age, or veteran status or any other characteristics protected by applicable law. PerkinElmer is committed to a culturally diverse workforce.

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