• Lead company-wide recruitment strategies to attract and retain top talent. • Oversee end-to-end recruitment processes, including job posting, sourcing, interviewing, and onboarding. • Develop and implement a comprehensive talent acquisition strategy that aligns with business objectives and future staffing needs. • Build strong pipelines of qualified candidates by leveraging diverse sourcing channels, including job boards, referral programs, and social media platforms. • Collaborate with hiring managers to clearly define job roles, responsibilities, and qualifications to ensure successful hires. • Manage employer branding initiatives to position the company as an employer of choice in the market. • Use recruitment metrics and analytics to optimize hiring processes and drive decision-making. • Manage day-to-day HR operations, including policies, compliance, and employee relations. • Provide leadership on employee relations issues, including conflict resolution, disciplinary actions, and performance improvement processes. • Drive HR process improvement and automation to ensure efficiency across HR operations. • Conduct regular audits of HR practices to ensure compliance with internal and external regulations. • Implement and oversee the performance management system to promote employee accountability and development. • Ensure company-wide adherence to diversity, equity, and inclusion initiatives within HR practices and operations. • Lead workforce planning initiatives to align human capital with future business needs. • Analyze workforce trends and provide insights to leadership to enhance decision-making. • Proactively develop plans to address retention challenges and improve employee engagement. • Partner with PEAK6 to ensure efficient and accurate benefit administration and payroll processing.

• Develop and implement HR strategies aligned with company goals. • Advise management on organizational structure, workforce planning, and talent management. • Lead and mentor the HR team (if applicable). • Oversee full-cycle recruitment and onboarding processes. • Develop effective sourcing strategies to attract top talent. • Improve employer branding initiatives. • Foster a positive and inclusive work environment. • Handle employee relations matters, conflict resolution, and disciplinary processes. • Lead employee engagement and retention initiatives. • Implement and manage performance appraisal systems. • Support managers in goal setting, feedback, and employee development plans. • Manage payroll coordination, compensation benchmarking, and benefits administration. • Ensure competitive and compliant compensation structures. • Ensure compliance with local labor laws and regulations. • Develop, update, and implement HR policies and procedures. • Maintain accurate HR records and reporting. • Identify training needs and implement development programs. • Support leadership development and succession planning initiatives.

We are looking for a strategic **HR Business Partner (HRBP)** to collaborate closely with business leaders and drive HR initiatives that support organizational goals. The HRBP will act as a trusted advisor, influencing people strategies, fostering employee engagement, and enabling business performance across the company. This role is ideal for a proactive professional who can combine operational HR expertise with strategic insight to help shape the workforce of tomorrow. **Key Responsibilities****1. Strategic Partnership** - Partner with business leaders to understand business objectives and provide HR guidance. - Align HR initiatives with organizational strategy and priorities. - Drive workforce planning, succession planning, and organizational design. **2. Talent Management & Development** - Support leadership in talent review, performance management, and career development. - Identify skill gaps and work with Learning & Development to implement programs. - Promote high-potential employee development and retention strategies. **3. Employee Relations & Engagement** - Act as a trusted point of contact for managers and employees. - Provide guidance on employee relations, conflict resolution, and performance issues. - Lead initiatives to enhance employee engagement and company culture. **4. HR Operations & Compliance** - Ensure HR policies, procedures, and programs comply with local laws and regulations. - Partner with HR operations to deliver seamless HR services. - Maintain accurate HR metrics and reporting to support decision-making.

• Reviews biomedical and behavioral research studies for compliance with Federal regulations and institutional policies. • Identifies issues that must be addressed to approve research under expedited procedure. • Communicates with investigators to facilitate the review process. • Maintains working knowledge of current regulations impacting human subject research. • Provides guidance to research coordinators and investigators preparing IRB applications. • Serves as a primary reviewer and voting member of a convened IRB. • Participates in educational presentations to colleagues and at national IRB meetings.