Title: Senior Director, Total Rewards & HR Operations Requisition ID: 7696 Location: Deerfield, IL, US Job Description: Do you want to join a team where the mission is meaningful, the challenges are complex, and you can directly see the results of your hard work? Lundbeck is a global biopharmaceutical company focusing exclusively on brain health. With more than 70 years of experience in neuroscience, we are committed to improving the lives of people with neurological and psychiatric diseases. Lundbeck employees are inspired and driven by our purpose to advance brain health and transform lives. Join us on our journey of growth! Remote/Commuter Opportunity - Open to candidates within the United States SUMMARY: Provides enterprise-wide leadership for Total Rewards and HR Operations in the US, shaping and executing a comprehensive strategy that aligns with the organization’s long-term business objectives and global priorities. This role is accountable for the vision, design, governance, and optimization of compensation, benefits, and HR operations across the United States, while influencing global frameworks as a member of the global compensation advisory group. Acts as a strategic advisor to executive leadership on total rewards philosophy, workforce investment, and people-related analytics. Ensures total rewards programs are competitive, scalable, compliant, and aligned with business strategy to enable the organization to attract, retain, and motivate top talent. Leads HR operations by leveraging technology and automation to deliver best-in-class data integrity, analytics, and technology capabilities that inform enterprise decision-making and drive organizational performance. ESSENTIAL FUNCTIONS: - Strategic Leadership & Vision - Defines and evolves the U.S. total rewards strategy, ensuring alignment with enterprise goals, financial plans, and global frameworks. - Serves as a trusted advisor to senior executives on compensation, benefits, workforce trends, and human capital investments. - Establishes a forward-looking total rewards philosophy that differentiates the organization in a competitive talent market. - Total Rewards Design & Governance - Oversees the design, implementation, and continuous evolution of base pay, short- and long-term incentives, executive compensation support, health and welfare benefits, and retirement programs. - Provides governance and oversight for compensation planning, equity programs, and enterprise-wide rewards processes. - Leads the development and approval of total rewards strategies and annual budgets in partnership with HR and Finance leadership. - HR Operations & People Analytics - Sets the vision and operating model for HR operations, ensuring excellence in HRIS, data governance, reporting, and analytics capabilities. - Champions data-driven decision-making by advancing dashboards, predictive analytics, and workforce insights in partnership with global and U.S. analytics teams. - Drives optimization, automation, and scalability of HR processes through technology and global shared services. - Global Collaboration & Influence - Partners closely with global total rewards leadership to align U.S. programs with enterprise strategy while influencing global design decisions. - Contributes to global governance, policy setting, and cross-market harmonization efforts. - Is an active contributor in defining global enterprise incentive and compensation philosophy and program design. - Cross-Functional Partnership - Collaborates with HR Business Partners, Talent Acquisition, and Talent Management to ensure rewards programs support workforce planning, talent strategies, and organizational effectiveness. - Partners with Finance, Legal, and Procurement to align rewards strategies with financial targets, compliance requirements, and vendor management. - Executive Communication & Change Leadership - Leads a comprehensive total rewards communication strategy in partnership with Communications, ensuring clarity, transparency, and employee engagement. - Develops executive and manager-facing materials, including employee and manager training on compensation decisions, pay transparency, and rewards philosophy. - Drives large-scale change initiatives related to rewards, systems, and organizational transformation. - Market Intelligence & Innovation - Continuously evaluates external market trends, competitive practices, and regulatory changes to ensure leading-edge and compliant programs. - Identifies and implements innovative solutions to enhance employee value proposition and organizational performance. - Financial Stewardship & Risk Management - Oversees total rewards budgeting, forecasting, and cost optimization strategies. - Provides enterprise-level analysis of rewards investments and ROI. - Ensures compliance with all federal and state regulations; proactively identifies and mitigates risk. - Mergers, Acquisitions & Integration - Leads total rewards due diligence, assessing financial, operational, and compliance risks. - Oversees integration of compensation, benefits, and HR systems for acquired entities, ensuring seamless alignment with enterprise standards. - Vendor & Partner Management - Establishes vendor strategy and governance, including selection, negotiation, and performance management of consultants, brokers, and service providers. - Drives value optimization while maintaining high service quality. - Leadership & Talent Development - Builds and leads a high-performing team, setting vision, priorities, and development plans. - Coaches team members, fostering a culture of accountability, innovation, and continuous improvement. REQUIRED EDUCATION, EXPERIENCE, AND SKILLS: - Accredited Bachelor’s Degree - 12+ years of experience in benefits and compensation programs - 8+ years demonstrated experience in developing and administering complex strategies and ability to balance strategic thinking with detailed focus on execution - 5+ years managing a team of direct reports to include hiring, training, coaching performance and professional development - Demonstrated experience with overseeing or managing HR operations, systems and tools. - Demonstrated knowledge of pertinent federal and state regulations, filing and compliance requirements (i.e., ERISA, ACA, HIPAA, COBRA, FMLA, IRS, ADA, Pay Equity and Pay Transparency, Section 125 regulations, 5500, Health Care Reform, Workers Compensation, Medicare, Social Security, DOL, FLSA) - Clear, precise and effective verbal and written communication and presentation skills - Results driven with ability to operate independently and proactively - Proven ability to establish rapport and work across all levels of organization and cultivate relationships to include executive leadership, HR Business Partners, Talent Acquisition, Talent Management, Procurement, Legal and Finance - Experience with HRIS systems such as Success Factors, BenefitFocus and/or Ceridian Payroll - Strong business acumen and analytical capabilities - Ability to drive multiple projects simultaneously with regularly adjusting priorities PREFFERED EDUCATION, EXPERIENCE, AND SKILLS: - Accredited Bachelor’s Degree in Human Resources or related field with an emphasis in business or finance - Knowledge in financial/business analysis techniques highly desirable - Industry certifications (CCP, CEBS, SPHR, PHR, etc.) - Experience working with and benchmarking Life Sciences/Specialty Pharmaceutical Organizations - Demonstrated experience using technology and/or automation to streamline HR operations processes. - Strong Preference to be based in Deerfield, IL Office TRAVEL: - Willingness/Ability to travel up to 10% domestically. International travel may be required. - If based remotely, additional travel will be required to Deerfield, IL, to meet the needs of the role and the business The range displayed is a national range, and if selected for this role, may vary based on various factors such as the candidate’s geographical location, qualifications, skills, competencies, and proficiency for the role. Salary Pay Range: $235,000 - $295,000 and eligibility for a 30% bonus target based on company and individual performance, and eligibility to participate in the company’s long-term incentive plan. Benefits for this position include flexible paid time off (PTO), health benefits to include Medical, Dental and Vision and company match 401k.

Role Description The Director of Human Resources-Talent Acquisition and Compensation is a strategic and hands-on leader responsible for shaping and executing Alliance’s talent acquisition and compensation strategies. This role oversees end-to-end recruiting operations and organization-wide compensation programs to attract, engage, and retain top talent while ensuring internal equity, market competitiveness, and regulatory compliance. This position partners closely with HR and Senior Leadership to align hiring and compensation strategies with business priorities, budget constraints, and workforce needs. They leverage data and analytics to inform decisions, monitor market trends, and drive continuous improvement in hiring effectiveness, pay equity, and retention outcomes. This position is primarily full-time remote. Selected candidate must reside in North Carolina and be willing to travel to the home office (Morrisville, NC) or other office locations for business and other onsite meetings as needed. Responsibilities & Duties - Oversee Talent Acquisition and Compensation Operations - Plan, direct, and manage talent acquisition and compensation initiatives - Lead, coach, and develop the Recruiting Manager and Compensation Manager - Use data and workforce planning insights to drive decision-making - Advise HR leadership on talent markets and pay trends - Optimize recruiting processes and partnerships with hiring managers - Lead initiatives to achieve the organization’s recruitment metrics - Lead design and governance of compensation structures - Conduct market pricing and benchmarking - Provide guidance and direction on offers, promotions, and pay adjustments - Identify, develop, and recommend programs, policies/procedures and approaches to meet the needs of employees and the organization - Analyze and propose modifications to HR policies and procedures - Maintain compliant processes across recruiting and compensation - Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations - Ensure compliance with wage laws and pay transparency - Build or enhance compensation and recruiting reports/dashboards - Track and analyze recruiting and compensation trends - Lead pay equity analyses - Collaborate with peers and leaders to ensure applicable organizational training - Advise and collaborate with HR senior leadership - Support management and staff by providing human resources advice, counsel, and decisions - Work collaboratively with all Alliance staff to enhance cross-departmental effectiveness - Direct, plan, prioritize HR programs, activities and initiatives - Ensure staff are well trained in and comply with all organization and department policies - Organize workflows and ensure staff understand their roles and responsibilities - Ensure the teams have the needed tools and resources to achieve organizational goals - Actively establish and promote a positive, diverse, and inclusive working environment - Ensure all staff are treated with respect and dignity - Ensure standards are transparent and applied consistently - Work to resolve conflicts and disputes - Establish team work plan that prioritize the most effective steps for achieving desired HR practices - Set team goals for performance and deadlines in line with organization goals and vision - Effectively communicate feedback and provide ongoing coaching and mentoring to staff - Cultivate and encourage efforts to expand cross-team collaboration and partnership Qualifications - Bachelor's degree from an accredited college or university in Human Resources or related field - Five (5) years of progressive experience in Human Resources - At least three (3) years of supervisory experience Requirements - Human Resource certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred - Knowledge of federal, state, and local laws (FLSA, FMLA, ADA, Title VII, EEOC, OSHA, wage & hour, leave laws) - Business acumen and management principles involved in strategic planning - Ability to build trust and credibility, handling confidential information with integrity - Knowledge of recruiting, interviewing, selecting, hiring, promoting, and dismissing employees - Ability to establish and maintain effective working relationships - Ability to communicate effectively, both verbally and in written form - Must be well educated in cultural diversity issues - Ability to analyze complex employee issues and make sound, ethical decisions under pressure Benefits - Medical, Dental, Vision, Life, Long and Short Term Disability - Generous retirement savings plan - Flexible work schedules including hybrid/remote options - Paid time off including vacation, sick leave, holiday, management leave - Dress flexibility Salary Range $116,929 to $149,080/annual. Exact compensation will be determined based on the candidate's education, experience, external market data, and consideration of internal equity. Employment for this position is contingent upon a satisfactory background check and credit check, which will be performed after acceptance of an offer of employment and prior to the employee's start date.

Role Description The Director of Human Resources-Employee Relations and Benefits is a strategic and hands-on leader responsible for shaping and executing Alliance’s Employee Relations and Benefits strategies. This role oversees organization-wide employee benefit programs and employee relations practices to ensure fair, consistent, and legally compliant practices. This position partners closely with HR, Legal, and Senior Leadership teams to address complex workforce issues, drive engagement, and strengthen organizational culture. They also use data and insights to inform decisions, improve programs, and proactively identify trends impacting employee satisfaction and retention. This position is primarily full-time remote. Selected candidate must reside in North Carolina and be willing to travel to the home office (Morrisville, NC) or other office locations for business and other onsite meetings as needed. Responsibilities & Duties - Oversee Employee Relations and Benefit Operations - Plan, direct, and manage employee relations and benefits initiatives - Lead, coach, and develop the Employee Relations Manager and Benefits Manager - Use data and workforce planning insights to drive decision-making - Advise HR leadership on benefits strategy, workforce trends, and organizational climate - Lead initiatives to enhance total health and wellness - Partner with legal on employee relations and benefits issues impacting the organization to ensure fair and consistent practices - Identify, develop, and recommend programs, policies/procedures and approaches to meet the needs of employees and the organization, applying current industry knowledge and future industry direction - Analyze and propose modifications to HR policies and procedures including those subject to substantial equivalence guidelines - Represent Alliance at personnel-related meetings, hearings and investigations - Maintain compliant processes across benefits and employee relations - Maintain investigation protocols and documentation standards - Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance - Ensure compliance with wage laws and pay transparency - Build or enhance employee relations and benefits reports/dashboards to include complaints and grievances, disciplinary actions, ADA, FMLA - Track and analyze ER trends, recommend solutions, and lead implementation of approved solutions - Collaborate with peers and leaders to ensure applicable organizational training is conducted for HR programs, processes, and procedures - Advise and collaborate with HR senior leadership to understand the organization's goals and strategy related to engagement, retention, and benefits - Support management and staff by providing human resources advice, counsel, and decisions - Work collaboratively with all Alliance staff to enhance cross-departmental effectiveness - Direct, plan, prioritize HR programs, activities and initiatives to attract, maintain, and retain a highly qualified and well-trained workforce - Ensure staff are well trained in and comply with all organization and department policies, procedures, and business processes - Organize workflows and ensure staff understand their roles and responsibilities - Ensure teams have the needed tools and resources to achieve organizational goals and to support employees and ensure compliance with licensure, regulatory, and accreditation requirements - Actively establish and promote a positive, diverse, and inclusive working environment that builds trust - Ensure all staff are treated with respect and dignity - Ensure standards are transparent and applied consistently, impartially, and ethically over time and across all staff members - Work to resolve conflicts and disputes, ensuring that all participants are given a voice - Establish team work plans that prioritize the most effective steps for achieving desired HR practices - Set team goals for performance and deadlines in line with organization goals and vision - Effectively communicate feedback and provide ongoing coaching and mentoring to staff and support a learning environment to advance team skills and professional development - Cultivate and encourage efforts to expand cross-team collaboration and partnership Qualifications - Bachelor's degree from an accredited college or university in Human Resources or related field such as psychology, sociology or business - Five (5) years of progressive experience in Human Resources with at least three (3) years of supervisory experience Requirements - Human Resource certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) - Knowledge of federal, state, and local laws (FLSA, FMLA, ADA, Title VII, EEOC, OSHA, wage & hour, leave laws) including laws and codes specific to local government - Business acumen and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, efficiency methods, and coordination of people and resources - Ability to Build Trust & Credibility, handling confidential information with integrity and serving as a fair, consistent, and ethical leader - Knowledge of recruiting, interviewing, selecting, hiring, promoting, and dismissing employees in an organization - Ability to establish and maintain effective working relationships with others - Ability to communicate effectively, both verbally and in written form with all levels in the organization - Must be well educated in cultural diversity issues and sensitive in interactions with various and diverse members of the staff and community - Ability to analyze complex employee issues and risk scenarios and make sound, ethical decisions under pressure Benefits - Medical, Dental, Vision, Life, Long Term Disability - Generous retirement savings plan - Flexible work schedules including hybrid/remote options - Paid time off including vacation, sick leave, holiday, management leave - Dress flexibility Salary Range $116,926 to $149,080/annual. Exact compensation will be determined based on the candidate's education, experience, external market data and consideration of internal equity. Employment for this position is contingent upon a satisfactory background check and credit check, which will be performed after acceptance of an offer of employment and prior to the employee's start date.

Role Description Safeware is seeking a strategic, practical, and people-centered leader to serve as Vice President, Talent and HR. Reporting to the President, this role will lead the company’s overall people strategy while ensuring the HR function supports the business with strong, scalable, and disciplined execution. The Vice President, Talent and HR will be responsible for building and driving the enterprise people agenda, including: - Talent strategy - Learning and leadership development - Succession planning - Bench strength - Talent reviews - Performance quality This leader will help Safeware strengthen leadership capability, improve talent quality, and build the systems, processes, and organizational readiness needed to support growth in a blue-collar, mission-driven, growth-oriented environment. Qualifications - Bachelor’s degree required. Advanced degree in Human Resources, Organizational Development, Business, or related field preferred. - Progressive leadership experience in talent management, leadership development, organizational development, HR strategy, or broader people leadership roles. - Experience building or significantly upgrading talent systems such as succession planning, leadership development, talent reviews, performance management, or enterprise learning. - Experience leading through others and overseeing HR operations, whether directly or through a strong operations leader. - Proven ability to operate effectively in a lean, growth-oriented, and practical business environment. - Strong business acumen and ability to connect people strategy to company growth, operating realities, and leadership needs. - Track record of influencing senior leaders and driving adoption of new processes and expectations in a way that reflects sound judgment, strong relationships, accountability, and high standards. - Experience in sales-driven distribution, industrial, manufacturing, field service, public safety adjacent, or other practical, execution-focused environments is strongly preferred. Requirements - Lead the development and execution of the company’s enterprise people strategy in support of business growth, capability building, and long-term organizational health. - Partner closely with the President and executive team to align people priorities with company strategy. - Translate business goals into a practical people roadmap. - Serve as a trusted advisor to senior leaders on organizational design and people-related business decisions. - Assess the company’s current state of learning and development capability. - Design and implement a multiyear roadmap for learning and development. - Lead the company’s succession planning approach for key roles and critical positions. - Design and lead a companywide talent review process. - Provide leadership and oversight for the HR function through the Director of HR Operations. - Build strong relationships and credibility across the organization. Benefits - Competitive salary and performance-based incentives. - Comprehensive health benefits. - Retirement savings plan with company match. - Professional development opportunities. - Work-life balance initiatives.