Director, Regional HR - DACH

Description

Regional HR Director - DACH Region

Hybrid Working - 3 days office based in Munich

Syneos Health® is a leading fully integrated biopharmaceutical solutions organization built to accelerate customer success. We translate unique clinical, medical affairs and commercial insights into outcomes to address modern market realities.  

Every day we perform better because of how we work together, as one team, each the best at what we do. We bring a wide range of talented experts together across a wide range of business-critical services that support our business. Every role within Corporate is vital to furthering our vision of Shortening the Distance from Lab to Life®.

Discover what our 29,000 employees, across 110 countries already know: 
WORK HERE MATTERS EVERYWHERE

Why Syneos Health
•    We are passionate about developing our people, through career development and progression; supportive and engaged line management; technical and therapeutic area training; peer recognition and total rewards program.
•    We are committed to our Total Self culture – where you can authentically be yourself. Our Total Self culture is what unites us globally, and we are dedicated to taking care of our people. 
•    We are continuously building the company we all want to work for and our customers want to work with. Why? Because when we bring together diversity of thoughts, backgrounds, cultures, and perspectives – we’re able to create a place where everyone feels like they belong.

Job Summary

This role is at the core of empowered employee experience and engagement for Syneos Health.  It is on the ground side-by-side with our managers and employees. For assigned countries, the Director, Regional HR works to:

• Advocate for employees, drive local engagement (in context of global business) and steward our culture
• Support managers to effectively guide teams of productive and engaged employees; help managers leverage HR processes and tools (e.g., performance management process, training, etc.)
• Be a change agent in support of implementation of global HR strategies (including the HR tiered service model) and local business needs

May lead a team in support of above.

The Director, Regional HR partners with:

• HR Business Partner teams to ensure needs are understood and addressed both ways (global business to country and country to global business), that relevant country employee-related trends are surfaced to the appropriate businesses and that country-specific issues are addressed in a timely manner, and with sensitivity to and awareness of local culture and regulations.
• HR Centers of Excellence to ensure needs are understood and addressed both ways (CoEs to country and country to CoEs).
• Local functional (Legal, Finance, BT, Corporate Communications) and business leaders, where applicable, on local requirements and operational needs.

Responsible for managing HR activities including but not limited to: employee relations, employee engagement, change management, compensation and benefits, performance management, country-based policies, and compliance/legal requirements. Manages relationship with Works Councils, unions and other employee advocacy groups if/as applicable

Job responsibilities 

• Develops and implements HR approaches to support planned country and/or regional business growth, by evaluating trends and establishing critical measures for goal achievement.
• Owns local engagement and is responsible for pulling through culture and engagement initiatives
• Serves as a subject matter expert on HR requirements and region and local legislation and regulations related to employment, compensation and benefits, and employee relations.
• Senior HR contact for the managers in the assigned country/countries, acting as a liaison between the management and Corporate HR 
• Partners with Global HR to drive local implementation of Company-wide projects and change management initiatives, coordinating events in local country/countries
• Partners with the HR BP organizations and Global Talent & Development on local talent development activities.  Specifically, will provide input to Global Talent & Development on training and development needs and gaps in the local population.  Will often be relied on to support and enable the pull through of programs.  
• Partners with Global Compensation and Benefits on the design and implementation of new programs for assigned region.  Owns and/or contributes to the planning and development of policy administration for compensation and benefit activities.  (Note: C&B generally own global policies and insured benefits; Region HR generally owns country-specific policies and uninsured benefits.)
• Oversees the development and implementation of HR projects/interventions that result in improving business productivity, efficiencies, employee engagement and retention.
• Analyses HR metrics and develops approaches with local management based on findings to increase employee retention and engagement; surfaces trends as appropriate to relevant HR BP organizations.  
• Approves employee communications relevant to assigned country/countries in order to provide employees with timely and accurate information to foster open communication and good engagement with employees.
• Manages relationship with the Works Councils (and other employee advocacy groups if/as needed) in appropriate countries, attending and participating in necessary meetings to build collaboration. 
• Line management responsibilities for staff members within multiple countries, responsible for their recruitment, development, task allocation and engagement.
• Contributes to the accomplishments of the team, the countries and the business.  
• Leads the “business of HR”, including responsibility for activities such as internal transfers, leaves of absence, oversight of payroll if applicable, monitor HR-related expenditures, etc.

Qualifications

What we’re looking for
•    Proven track record acting as an HR Lead and integral member of a business or country(ies) lead, driving the strategic HR agenda and aligning HR strategy to business or local needs.  
•    Significant experience of operating across different countries and cultures with diverse populations.  
•    Experience of managing cultural sensitivity when leading and managing change in various environments, cultures and organisations.  
•    Proven ability to influence, (appropriately) challenge and engage diverse stakeholders.  
•    Experienced coach who can constructively give timely evidenced based and supportive feedback to enable higher performance and engagement. 
•    Track record of leading planning process with excellent organisational and collaboration skills. 
•    Post graduate HR qualification is highly desirable.

Get to know Syneos Health
Over the past 5 years, we have worked with 94% of all Novel FDA Approved Drugs, 95% of EMA Authorized Products and over 200 Studies across 73,000 Sites and 675,000+ Trial patients.

No matter what your role is, you’ll take the initiative and challenge the status quo with us in a highly competitive and ever-changing environment. Learn more about Syneos Health

Additional Information:
Tasks, duties, and responsibilities as listed in this job description are not exhaustive.  The Company, at its sole discretion and with no prior notice, may assign other tasks, duties, and job responsibilities.  Equivalent experience, skills, and/or education will also be considered so qualifications of incumbents may differ from those listed in the Job Description.  The Company, at its sole discretion, will determine what constitutes as equivalent to the qualifications described above.   Further, nothing contained herein should be construed to create an employment contract.  Occasionally, required skills/experiences for jobs are expressed in brief terms.  Any language contained herein is intended to fully comply with all obligations imposed by the legislation of each country in which it operates, including the implementation of the EU Equality Directive, in relation to the recruitment and employment of its employees.  The Company is committed to compliance with the Americans with Disabilities Act, including the provision of reasonable accommodations, when appropriate, to assist employees or applicants to perform the essential functions of the job.

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