Senior Manager, HR Business Partner

Senior Manager, HR Business Partner

As a member of the Zoetis HR team, the Senior Manager, HR Business Partner serves as the main HR strategic advisor to the business and works directly with senior leadership, managers, and colleagues to deploy HR solutions. Specifically, the HRBP provides HR consultancy and coaching to leaders, managers and colleagues within an assigned client group. This role will support the start-up and operations of the Atlanta manufacturing facility within the Biologicals / Biopharmaceuticals platform of Global Manufacturing & Supply.

In this onsite client-facing role, the HR Business Partner leverages business group knowledge to identify and implement HR related improvement opportunities across the business. Additionally, s / he will partner with the HR Centers of Excellence (CoE) and Zoetis Colleague Services team (ZCS) to assess the delivery of HR programs and services to ensure the needs of the organization and the business are being met.

Through onsite presence, the HRBP will partner with the business in the areas of employee relations, talent acquisition, colleague engagement, talent management, leadership development, change management, DEI, performance management, workforce planning and compensation planning / implementation. Will also partner with other members of the U.S. HR team to ensure successful delivery of HR programs and initiatives across multiple U.S. locations.

Responsibilities : As an HRBP in our startup manufacturing facility, incumbent will play a pivotal role in building and shaping our organizational culture from the ground up. S / he will be expected to adapt swiftly to evolving priorities, proactively lead the implementation of HR policies and processes, and champion colleague engagement initiatives. This position requires close collaboration with diverse teamsincluding shop floor colleagues, managers, supervisors, executives, vendors, and community stakeholdersto ensure seamless communication and alignment across all levels. HR will support production scale-up and play a critical role in workforce planning and colleague recruiting and retention. Flexibility is essential, as incumbent may be called upon to assist with tasks outside traditional HR requirements to help other departments meet operational needs during rapid growth. The ideal candidate will demonstrate maturity, professionalism, and the presence to tailor their approach to a wide range of audiences, ensuring the sustainability and scalability of our processes as we expand.

• Collaborate with business leadership, managers, and colleagues as the primary HR strategic advisor for the GMS business.
• Develop a trusted advisor relationship with leadership and proactively provide advice and the people context for business decisions.
• Manage and build a strategic talent pipeline and workforce plan across the organization.
• Oversee end-to-end workforce planning and recruitment for all site roles, often at high volume and pace.
• Develop staffing models, shift schedules, and support resource allocation as production ramps up.
• Implement foundational HR policies, procedures, and workflows tailored to a new manufacturing operation.
• Support the onboarding programs specific to HR, compliance, and company culture.
• Represent and educate managers and colleagues on principles of Engagement and Inclusion. Act as a culture champion, setting the tone for workplace norms, values, and employee engagement in a brand-new facility.
• Promote the strategic relationship between HR and management to define business challenges, identify opportunities to deliver value-added HR services and programs, and translate them into focused HR initiatives.
• Guide employees and leaders through frequent changes, process updates, and organizational pivots inherent to startups.
• Resolve conflicts, coach managers, and provide support to employees from the shop floor to the executive suite.
• Respond quickly to unexpected challenges, such as equipment failures, staffing shortages, or regulatory issues.
• Network and collaborate with other HR Business Partners, CoEs and ZCS to agree on a common people agenda throughout the organization, leverage experiences / practices across geographies, and evaluate effectiveness of HR solutions
• Partner with the CoE and ZCS to ensure that HR programs are feasible for the business and can be implemented.
• Interpret and administer HR policies policy within delegated authority.
• Partner with managers, the Benefits CoE, and the Leaves of Absence experts to interpret and manage individual Short-Term Disability, FMLA, and ADA claims.
• Actively listen and seek to understand various points of view to arrive at best solution.
• Embrace and drive change for HR programs.
• Support colleague engagement and cultural programs and initiatives.
• Confidently manage upwards and downwards throughout the organization.
• Monitor HR data and trends and leverage business intelligence to provide new insights using Artificial Intelligence (AI) and Data and People Analytics.
• Monitor results of the delivered HR programs, and work with the CoE and ZCS to facilitate changes and improvements as needed
• Actively promote and reinforce the Zoetis Core Beliefs.

Qualifications :

Physical Requirements :