Senior Director, HR Business Partner

Sr. Director, HR Business Partner

The promise of genetic medicine has arrived, and Sarepta is at the forefront. We hold a leadership position in Duchenne muscular dystrophy (Duchenne) and are building a robust portfolio of programs across muscle, central nervous system, and cardiac diseases. In 2023, we launched our fourth therapy and the first ever gene therapy to treat Duchenne.

We're looking for people who see unlimited potential in themselves and who are motivated by an unwavering commitment to patients.

As a strategic partner and HR leader, the Sr. Director, HR Business Partner (HRBP) leads people programs that support business and functional objectives with employees and management in designated business and functional units. The HRBP serves as a consultant to management on Human Resource related issues.

A successful Sr. Director, HR Business partner will act as employee champion and change agent across the functions they support and enterprise wide. They are able to assess and anticipate HR-related needs. Communicating needs proactively with our HR department, our HR COEs and business and functional management, they are always looking at ways to find meaningful solutions for our organization. Thoughtful partnerships across the HR function are essential to deliver value added service to management and employees that reflect the business and functional objectives of the organization. The Sr. Director, HRBP is a continuous learner and wants to understand how the business they support impacts Sarepta's overall mission and how they support delivering meaningful therapies to patents. They are committed to the organization's long term success and understand the value of talent at the center of supporting Sarepta to be successful. As a leader on the HR Business Partner team they are committed to serving as a leader across the HR organization and Sarepta as a whole.

The opportunity to make a difference includes :

• Develop and execute a strategic human resource plan to support and drive the needs of the business, including attracting, developing and retaining top talent.
• Coach and influence business leaders in areas such as change management, organizational assessment and innovation, succession planning, and work force planning to strengthen overall organizational capability and accelerate talent development.
• Partner with the business & functional leadership teams and field and platform HR colleagues to provide guidance on activities that shape culture and drive employee engagement.
• Leads enterprise HR projects such as headcount planning, HR process improvement etc.
• Present to executive teams or senior level stakeholders.
• Manages members of the HR Business Partner team and acts as a role model across the Human Resources team, providing development opportunities to junior HR team members.
• Keep abreast of industry, market and functional trends, and uses these insights to develop appropriate business unit HR strategies and solutions.
• Provides coaching and guidance to business leaders / managers regarding people strategy, employee experience and future needs.
• Supports change management initiatives partnering with our Employee Experience team, works on Diversity, Equity & Inclusion initiatives and programming.
• Partners with clients to gauge progress against business goals and conducts optimization exercises to determine if we have the right people, communication, processes, capabilities and technology.
• Conducts key talent assessments to support retention and succession efforts within the business including succession planning.
• Work with finance on workforce planning and headcount planning processes.
• Support hiring managers with their recruitment plans and support Talent Acquisition with recruitment initiatives as necessary.
• Collaborates HR Business Partners to close gaps across business functions and works closely with our Learning & Development organization on leadership, manager and employee development initiatives.
• Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations, if necessary.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed / required.
• Provides day to day performance management guidance to line management (coaching, counseling, talent management, workforce planning and development, employee engagement, and disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
• Provides HR Policy guidance and interpretation and / or draft HR policies when needed for the enterprise.

More about you :

What Now?

We're always looking for solution-oriented, critical thinkers.

So, if you're comfortable with ambiguity and candor, relish challenging yourself, and place kindness and integrity at the forefront of how you approach your peers and work, then we encourage you to apply.