• Lead Business Partner (HRBP) and People Shared Services teams. • Translate business strategy into a clear People agenda. • Act as a trusted advisor to the CPO and executive team. • Ensure HRBPs are equipped with the tools to act as a strategic business partner. • Mature the Shared Services model into a high-scale, data-driven team. • Ensure operational excellence across core processes. • Design processes, workflows, and handoffs that eliminate friction.

Role Description As an HR Business Partner, you operate as an embedded advisor and problem-solver, translating business priorities into practical people execution across a fast-evolving, global organization. You will work closely with leaders and managers across regions, helping them navigate performance, growth, and organizational challenges where standard playbooks often don’t exist. What You Will Be Doing - Partner with business leaders and managers on team effectiveness, performance management, and day-to-day people decisions. - Translate business goals into people actions across hiring, engagement, performance, and workforce planning. - Support employee relations matters and performance conversations with sound judgment and practicality. - Contribute to workforce planning, headcount tracking, and people data analysis in partnership with Finance and HR leadership. - Support talent initiatives including onboarding, career development, internal mobility, and learning programs. - Use people data and feedback to identify trends, surface risks, and recommend improvements. - Operate across multiple geographies and business contexts, adapting approaches as needed. Qualifications - Experience in an HR generalist or HRBP role in a fast-moving environment. - Solid grounding in core HR areas including employee relations, performance management, and talent processes. - Ability to advise managers with practical, business-aligned guidance rather than policy-driven answers. - Strong problem-solving skills and comfort operating in ambiguity. - Clear communication skills and good judgment when handling sensitive matters. Benefits - Operate at the center of the business, not on the sidelines of HR. - Exposure to complex, real-world people challenges across multiple markets. - High ownership, fast learning, and clear progression into senior HR roles. - Flat, execution-focused culture where initiative matters more than hierarchy. - Competitive compensation and meaningful impact.

Title: Senior Human Resources Business Partner (Hybrid role in Glendale, CA office) Location: United States - Glendale - California Full-time Job Description: When our values align, there's no limit to what we can achieve. At Parexel, we all share the same goal - to improve the world's health. From clinical trials to regulatory, consulting, and market access, every clinical development solution we provide is underpinned by something special - a deep conviction in what we do. Each of us, no matter what we do at Parexel, contributes to the development of a therapy that ultimately will benefit a patient. We take our work personally, we do it with empathy and we're committed to making a difference. Senior Human Resources Business Partner Are you a strategic HR leader who thrives on driving organizational impact, shaping talent, and partnering closely with business leaders? Join us as a Senior Human Resources Business Partner, where you’ll influence global HR initiatives and play a pivotal role in developing our people and culture. About the Role: As a Senior HR Business Partner, you will independently design and implement strategic HR solutions that support our business objectives and global growth. You’ll act as a trusted consultant to leaders across regions, providing expertise in employee relations, organizational effectiveness, talent development, onboarding, and workforce planning. In this role, you will also serve as a key HR partner to our Early Phase clinical units, supporting teams that run first‑in‑human through early patient studies across our global early development network. You’ll collaborate closely with scientific, clinical, operational, and regulatory teams working in our dedicated early phase sites in Glendale, CA and Baltimore MD. These teams drive early development decisions and accelerate timelines for complex Phase I and Ib/IIa programs. By supporting leaders and employees within these specialized units, you’ll help strengthen a fast‑paced environment built on scientific insight, quality, and speed as we advance promising therapies through early clinical development. We offer a supportive hybrid work environment with two onsite days each week in the Glendale EPCU unit and remote work for the remaining days. Interested in learning more about our Early Phase Clinical Unit? Take the tour here. Key Responsibilities: Organizational Effectiveness - Analyze HR data to identify trends and improvement opportunities across global and cross-country groups. - Recommend and implement solutions to enhance service quality, employee experience, and operational efficiency. Talent Development - Drive talent development initiatives to ensure employees meet current and future capabilities. - Collaborate with HR partners to provide coaching, onboarding, learning programs, and performance management support. - Partner with Talent Acquisition to attract and select top talent aligned with organizational goals and values. Project & Program Leadership - Lead global, regional, or country-level HR projects, including reorganizations and strategic initiatives. - Support global HR processes such as salary planning, performance management, and process improvement. - Act as a subject matter expert for HR systems, processes, and regional nuances. Coaching & Leadership Support - Provide consultative coaching to managers to build leadership capability and address complex issues. - Participate in senior management meetings, influencing strategic people decisions at regional and global levels. - Mentor HR colleagues and contribute to a collaborative, high-performance HR environment. Employee Relations - Manage complex employee relations matters while maintaining strong relationships with regional leadership. - Champion policy communication, compliance, and interdepartmental collaboration across countries. What You Bring: Skills - Strong strategic thinking and business consultation skills. - Ability to lead large, complex projects with cross-functional influence. - Excellent written and verbal communication skills. - Adaptive problem-solving skills in fast-paced and transforming environments. - High integrity, resilience, and commitment to delivering results. Experience & Education - 5–8 years of progressive HR experience with demonstrated success in a consultative HRBP role. - Proven relationship-building ability with leaders at all levels. - Bachelor’s degree required - PHR/SPHR certification (preferred) - Experience working in a hospital setting is a plus Why Join Us? - Opportunity to influence HR strategy on a regional and global scale.. - Work on high-impact projects across regions. - Collaborate with talented colleagues in a dynamic, values-driven environment. - Grow your career while shaping the future of our people and organization. Ready to Make an Impact? Join a high-performing HR team where your expertise will shape organizational success around the world. Base Pay Range: $85,000 – $130,000 Actual salaries may vary within the range based on several factors including, but not limited to education, training, experience, professional achievement, and location. In addition to base salary, some roles may be eligible for participation in Parexel’s annual performance-based bonus plan, annual salary review and additional total rewards incentives. Our talent acquisition team will provide additional details on our bonus plan or incentive programs for those eligible roles. For all eligible employees, we offer market leading benefit programs including paid time off, 401k match, life insurance, health insurance, and other benefit offerings in accordance with the terms of applicable plans. EEO Disclaimer Parexel is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to legally protected status, which in the US includes race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

• Shape the people strategy for Product and Engineering divisions • Serve as a strategic HR partner supporting senior and executive leadership • Provide counsel on organizational design and workforce strategy • Lead talent planning activities including succession and development planning • Advise leaders on organizational design, team effectiveness, and workforce planning • Analyze workforce data and organizational trends to identify priorities • Collaborate with HR partners to implement supportive programs and solutions • Guide change management planning for business initiatives • Facilitate leadership discussions on organizational health and role clarity