Human Resources,Human Resources|Human Resources Business Partner Jobs

Position Information
Position Title: HR Business Partner
Location: BOur Companyamp, MD 21017
Duration: Minimum 6 months with the ability to extend.

Position Overview/Primary Purpose
Under the direction of the Director of Human Relations this position acts as a strategic business partner to internal customers and their respective leadership teams in developing and implementing programs and initiatives that support and enable the organization s short and long range goals and objectives. Develops a consistent approach and process to implement HR programs and practices across Corporate Functions and/or Global Shared Services. Position may manage or provide mentorship to team members. Must have expertise to manage recruitment, coaching to managers, and leadership team development.

Key Responsibilities

• Provides leadership and direction (60%): Partner with client groups to establish relevant functional goals and objectives; recruit, train, coach and mentor employees; support consistent adoption and adherence of programs, policies and procedures across partnership areas; identify and define employee engagement opportunities; and provide input into departmental structure & design.

• Acts as the horizontal process owner (30%): Develop, implement and administer HR programs, policies, procedures and practices consistently across client groups in support of McCormick s philosophy and core values (i.e., High Performance, Workforce Planning, Performance Management, VOE, OGSMs, Talent Management, Development Planning, Compensation programs, etc.). Ensure consistent adoption and adherence of programs, policies and procedures across partnership areas.

• Drives HR process improvement (10%): Lead special projects and effective change management programs/initiatives from idea through implementation. Apply sound judgment, and consider global impact, when developing solutions.

Required Qualifications

• Level of Education and Discipline: BSc in Business, Human Resources, Psychology or related field.
• Certification and/or Licenses: Not specified.
• Experience: 6-8 years of professional experience in HR or closely related field. 2-3 years of direct leadership responsibility. Must understand and appreciate cross-functional, global support services in order to be a successful business partner. Keeps abreast of Human Resources State and Federal laws by participating in professional industry organizations.

• Interpersonal Skills: Very strong interpersonal and relationship building skills. Developed, polished communication skills (written and oral). Conveys credibility in order to influence and appropriately challenge business decisions; escalates concerns as necessary. Ability to present complex information and represent HR function in a variety of meetings, both internally and externally. Varied interactions from employees, managers, leadership team, customers, vendors, etc. Position requires very high level of interaction across all functions and employees within business.

• Other Skills and HPO Competencies: Strong verbal, written, analytical and interpersonal skills. Ability to manage projects and people, and organize and prioritize work to meet deadlines. Strong personal/team leadership and business sense. Strong customer focus. Strong ethical behavior and professional maturity.

Preferred Qualifications

• Level of Education and Discipline: Not specified.
• Certification and/or Licenses: PHR/SPHR/GPHR
• Experience: Not specified.
• Interpersonal Skills: Not specified.
• Other Skills and HPO Competencies: Not specified.

Dimensions
Provides HR support and leadership to 130-150 employees directly and indirectly up to 500 employees within a global, matrixed organization. High degree of independent problem solving required to accurately make a variety of decisions that arise from day-to-day issues. Utilizing analytical ability, translates business strategies and issues into appropriate HR actions in accordance with High Performance. Requires consistent interpretation of policies and procedures. Problems range from simple to complex. Requires the ability to make decisions or recommendations - often with ambiguous or incomplete information - based on judgment and prior experience. High touch position with all levels in the organization. Position impacts business by demonstrated HR expertise to influence client group decisions. Effective, timely support ensures smooth business operations. Impact affects whole organization, team and HR function as support is across all business functions.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender, identity, national origin, disability, or protected veteran status.

At Vomela, our people are at the heart of everything we do. As a leading full-service visual communications company, we know that our success is driven by the talent, passion, and dedication of our employees. We're committed to creating an environment where individuals can grow, leaders can thrive, and teams can do their best work.

We are seeking a Human Resources Business Partner to help shape and strengthen the employee experience across the organization. This role serves as a trusted advisor to leaders and employees, fostering strong relationships, developing leadership capability, driving organizational effectiveness, and championing a culture of engagement, accountability, and continuous growth.

If you are a strategic, collaborative, and people-focused professional who excels at influencing change, building high-performing teams, and aligning talent strategies with business goals, we'd love to hear from you. By partnering with leaders across the business, you'll play a critical role in developing our talent, evolving our culture, and helping Vomela achieve exceptional results.

Join us and help build a workplace where people thrive, leaders grow, and business success follows.

Apply now to find your place at Vomela.

Pay Range: $95,000 + DOE

What You'll Do...

• Lead full-cycle talent acquisition efforts, including workforce planning, proactive sourcing, candidate assessment, selection, and onboarding support to attract and retain top talent.
• Serve as a trusted advisor to leaders and employees, managing employee relations matters including performance concerns, workplace conflicts, investigations, complaints, corrective actions, and separations while fostering positive working relationships.
• Act as a change agent, driving organizational effectiveness and helping leaders successfully navigate change initiatives that support business objectives and strengthen organizational culture.
• Champion and accelerate the evolution of Vomela's culture by influencing, shaping, and advancing an environment of accountability, engagement, inclusion, collaboration, and high performance.
• Design, develop, and facilitate training programs and leadership development initiatives on topics such as performance management, leadership effectiveness, compliance, workplace respect, employee engagement, and talent development.
• Partner with business leaders to ensure compliance with employment laws, regulations, and company policies while minimizing organizational risk and promoting best practices.
• Collaborate with leaders to build leadership capability, strengthen team effectiveness, and support talent management strategies that drive employee growth and business results.
• Ensure newly hired and newly promoted employees are equipped with the resources, knowledge, and support needed to achieve success and accelerate their impact.
• Lead, coach, and develop the Human Resources teammates by establishing clear expectations, providing direction, fostering professional growth, and promoting continuous improvement.
• Identify opportunities to enhance HR programs, processes, and employee experiences through innovation, data-informed decision-making, and operational excellence.
• Build strong partnerships across the organization, aligning people strategies with business priorities to help drive organizational performance and achievement.
• Travel up to 30%.
• Perform other duties as assigned.

Requirements

• Master’s degree in business administration, human resources or organizational development preferred and 5-10 years of experience in a human resources role
• Experience within a manufacturing or printing company preferred and proven success in a management role.  
• Strong technical skills and prior experience working in a multi-state, multi-location environment.
• Ability to maintain confidentiality.
• Effectively manage and communicate information across a network of companies.
• Partner with managers with a customer service orientation
• Professional demeanor and character, proactive and able to take initiative
• Prioritize and complete tasks as a team player while delivering results
• Objectively coach employees and managers through difficult situations with appropriate documentation
• Strong interpersonal skills with the ability to influence and persuade decision makers
• Optimize delivery of all services with continuous improvement mindset.
• Proficient user of Microsoft Office (Word, Excel, PowerPoint, Outlook, Visio)
• Superb consulting, and critical thinking skills

Essential Functions/Physical Demands:

• Ability to sit for extended periods of time, including during meetings, video conferences, and desk work
• Ability to work at a computer for the majority of the day, using standard office software and HRIS, payroll, recruiting, and employee engagement platforms
• Must be able to communicate clearly and effectively, both verbally and in writing
• Ability to analyze data, make decisions, and solve problems in a fast-paced, technology-driven environment
• Must be able to travel occasionally to attend conferences or meetings, which may involve standing or walking for extended periods
• Ability to adapt to frequent changes in priorities and direction while maintaining a high level of focus and professionalism

Benefits

• Health Care Plan (Medical, Dental & Vision)
• Retirement Plan (401k)
• Life Insurance (Basic, Voluntary & AD&D)
• Paid Time Off
• Short Term & Long-Term Disability
• Training & Development
• Wellness Resources

#LI-RB1

Job Description

The Compliance & Investigations HR Business Partner supports the Eurofins BioPharma Product Testing & Medical Device Services organization by leading workplace investigations, assisting with leave and accommodation processes, and ensuring compliance with employment laws and Company policies. This role helps mitigate organizational risk, promote a culture of integrity and accountability, and ensure the consistent application of employment practices across the business.

The role is responsible for fact-finding, risk assessment, recommendations, and the timely resolution of employee relations issues while identifying trends and opportunities to strengthen compliance and the employee experience.

Essential Job Duties

Investigations

• Lead and manage internal workplace investigations involving policy violations, employee misconduct, harassment, discrimination, retaliation, ethics concerns, and other employee relations matters.
• Conduct interviews, review documentation, analyze facts, and prepare investigation summaries, findings, and recommendations.
• Ensure investigations are conducted in a timely, thorough, objective, and confidential manner.
• Maintain accurate and confidential investigation records and case documentation.
• Partner with HR leadership, the National Service Center, and business leaders on complex employee relations matters.
• Track investigation trends and recommend proactive solutions to mitigate risk and improve workplace practices.

HR Compliance

• Lead Affirmative Action programs for locations that are a federal contractor.
• Maintain accurate documentation, case files, and records in accordance with Company policies and legal requirements.
• Assist with audits, compliance reviews, regulatory inquiries, and internal requests.

HR Operations Support

• Develop and maintain tracking systems for investigations, accommodations, and leave administration activities.
• Prepare reports, metrics, and trend analyses to support HR Business Partners and leadership decision-making.
• Assist in the development and delivery of employee relations, compliance, and workplace conduct training.

ADA Accommodation Administration

• Review accommodation documentation and facilitate communication among employees and managers.
• Maintain accommodation documentation and monitor accommodation effectiveness and assist with ongoing compliance efforts.
• Ensure consistency in the administration of accommodation requests across the organization.

Leave Administration Support

• Coordinate leave notifications and communications related to FMLA, ADA, short-term disability, long-term disability, military leave, paid leave programs, and other protected leave entitlements to managers.

Job Description

The HR Business Partner is responsible for the application of HR principles, practices, and tools that support the execution of business strategy, provides a positive work environment, and delivers maximum value-based support to the organization as a whole.

This role combines strategic partnership with hands-on HR execution. The HR Business Partner will coach leaders through employee relations and performance matters, identify workforce trends, support organizational initiatives, and help ensure consistent and compliant HR practices across a complex, multi-site healthcare environment.

This is an excellent opportunity for an experienced HR professional who enjoys working directly with leaders, solving problems, improving processes, and making an impact across a growing organization. Multi-site healthcare experience is strongly preferred.

Functions and Responsibilities:

HR Business Partnership & Leadership Support

• Serve as a trusted HR advisor to clinical and corporate leaders, providing guidance on employee relations, performance management, workforce planning, retention, engagement, and organizational effectiveness.
• Build strong partnerships with operational leaders to understand business priorities, identify people-related challenges, and develop practical solutions that support both employees and organizational goals.
• Coach managers on effective leadership practices, employee communication, performance expectations, documentation, corrective action, and conflict resolution.
• Partner cross-functionally with Operations, Payroll, Benefits, Legal, Finance, and other teams to support a consistent employee experience throughout the employment lifecycle.
• Identify opportunities to strengthen HR processes, manager effectiveness, employee engagement, and retention across the organization.

Employee Relations & Performance Management

• Manage employee relations and performance matters across corporate headquarters and clinical operations in Illinois, Indiana, Wisconsin, Missouri, Kansas, Kentucky, West Virginia, Texas, Oregon, Washington, and Alaska.
• Conduct objective and thorough employee relations investigations and provide recommendations based on findings, company practices, and applicable employment laws.
• Guide leaders through performance improvement plans, corrective action, workplace concerns, conflict resolution, and other sensitive employee matters.
• Conduct stay and exit interviews, identify recurring themes, and recommend actionable strategies to improve retention and the employee experience.
• Promote consistent and equitable application of HR policies and practices across locations.

HR Operations, Compliance & Benefits

• Maintain accurate and compliant employee records and support employee lifecycle transactions, including internal transfers, promotions, compensation changes, and other position changes.
• Support timely Form I-9 completion, audits, and employment eligibility compliance.
• Serve as a resource for employee benefit questions and play an active role in annual open enrollment, employee education, and benefits communication.
• Respond to employee questions and HR service requests through the HR ticketing system with professionalism, accuracy, and appropriate urgency.
• Process employment verification requests and support other HR administrative requirements as needed.
• Monitor changes in federal, state, and local employment laws and partner with HR leadership to maintain compliant practices across multiple jurisdictions.
• Assist with HR vendor administration, invoice processing, and related operational responsibilities.

HR Analytics & Employee Experience

• Partner with the HR Analyst, COO, CHRO, and VP of People and Culture to monitor and analyze key workforce metrics, including turnover, retention, compensation, time to hire, headcount, and other people trends.
• Translate HR data into meaningful insights and recommendations for HR and operational leadership.
• Develop and coordinate employee engagement initiatives and events that strengthen connection, recognition, and the overall employee experience.
• Support the development, communication, and adoption of HR programs and initiatives across corporate and clinical teams.
• Monitor employer reputation and relevant social media activity and draft thoughtful, professional responses when appropriate.
• Take on additional projects and responsibilities as the organization and HR function continue to evolve.

Position Information
Position Title: HR Business Partner
Location: BOur Companyamp, MD 21017
Duration: Minimum 6 months with the ability to extend.

Position Overview/Primary Purpose
Under the direction of the Director of Human Relations this position acts as a strategic business partner to internal customers and their respective leadership teams in developing and implementing programs and initiatives that support and enable the organization s short and long range goals and objectives. Develops a consistent approach and process to implement HR programs and practices across Corporate Functions and/or Global Shared Services. Position may manage or provide mentorship to team members. Must have expertise to manage recruitment, coaching to managers, and leadership team development.

Key Responsibilities

• Provides leadership and direction (60%): Partner with client groups to establish relevant functional goals and objectives; recruit, train, coach and mentor employees; support consistent adoption and adherence of programs, policies and procedures across partnership areas; identify and define employee engagement opportunities; and provide input into departmental structure & design.

• Acts as the horizontal process owner (30%): Develop, implement and administer HR programs, policies, procedures and practices consistently across client groups in support of McCormick s philosophy and core values (i.e., High Performance, Workforce Planning, Performance Management, VOE, OGSMs, Talent Management, Development Planning, Compensation programs, etc.). Ensure consistent adoption and adherence of programs, policies and procedures across partnership areas.

• Drives HR process improvement (10%): Lead special projects and effective change management programs/initiatives from idea through implementation. Apply sound judgment, and consider global impact, when developing solutions.

Required Qualifications

• Level of Education and Discipline: BSc in Business, Human Resources, Psychology or related field.
• Certification and/or Licenses: Not specified.
• Experience: 6-8 years of professional experience in HR or closely related field. 2-3 years of direct leadership responsibility. Must understand and appreciate cross-functional, global support services in order to be a successful business partner. Keeps abreast of Human Resources State and Federal laws by participating in professional industry organizations.

• Interpersonal Skills: Very strong interpersonal and relationship building skills. Developed, polished communication skills (written and oral). Conveys credibility in order to influence and appropriately challenge business decisions; escalates concerns as necessary. Ability to present complex information and represent HR function in a variety of meetings, both internally and externally. Varied interactions from employees, managers, leadership team, customers, vendors, etc. Position requires very high level of interaction across all functions and employees within business.

• Other Skills and HPO Competencies: Strong verbal, written, analytical and interpersonal skills. Ability to manage projects and people, and organize and prioritize work to meet deadlines. Strong personal/team leadership and business sense. Strong customer focus. Strong ethical behavior and professional maturity.

Preferred Qualifications

• Level of Education and Discipline: Not specified.
• Certification and/or Licenses: PHR/SPHR/GPHR
• Experience: Not specified.
• Interpersonal Skills: Not specified.
• Other Skills and HPO Competencies: Not specified.

Dimensions
Provides HR support and leadership to 130-150 employees directly and indirectly up to 500 employees within a global, matrixed organization. High degree of independent problem solving required to accurately make a variety of decisions that arise from day-to-day issues. Utilizing analytical ability, translates business strategies and issues into appropriate HR actions in accordance with High Performance. Requires consistent interpretation of policies and procedures. Problems range from simple to complex. Requires the ability to make decisions or recommendations - often with ambiguous or incomplete information - based on judgment and prior experience. High touch position with all levels in the organization. Position impacts business by demonstrated HR expertise to influence client group decisions. Effective, timely support ensures smooth business operations. Impact affects whole organization, team and HR function as support is across all business functions.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender, identity, national origin, disability, or protected veteran status.

Job Description

The Compliance & Investigations HR Business Partner supports the Eurofins BioPharma Product Testing & Medical Device Services organization by leading workplace investigations, assisting with leave and accommodation processes, and ensuring compliance with employment laws and Company policies. This role helps mitigate organizational risk, promote a culture of integrity and accountability, and ensure the consistent application of employment practices across the business.

The role is responsible for fact-finding, risk assessment, recommendations, and the timely resolution of employee relations issues while identifying trends and opportunities to strengthen compliance and the employee experience.

Essential Job Duties

Investigations

• Lead and manage internal workplace investigations involving policy violations, employee misconduct, harassment, discrimination, retaliation, ethics concerns, and other employee relations matters.
• Conduct interviews, review documentation, analyze facts, and prepare investigation summaries, findings, and recommendations.
• Ensure investigations are conducted in a timely, thorough, objective, and confidential manner.
• Maintain accurate and confidential investigation records and case documentation.
• Partner with HR leadership, the National Service Center, and business leaders on complex employee relations matters.
• Track investigation trends and recommend proactive solutions to mitigate risk and improve workplace practices.

HR Compliance

• Lead Affirmative Action programs for locations that are a federal contractor.
• Maintain accurate documentation, case files, and records in accordance with Company policies and legal requirements.
• Assist with audits, compliance reviews, regulatory inquiries, and internal requests.

HR Operations Support

• Develop and maintain tracking systems for investigations, accommodations, and leave administration activities.
• Prepare reports, metrics, and trend analyses to support HR Business Partners and leadership decision-making.
• Assist in the development and delivery of employee relations, compliance, and workplace conduct training.

ADA Accommodation Administration

• Review accommodation documentation and facilitate communication among employees and managers.
• Maintain accommodation documentation and monitor accommodation effectiveness and assist with ongoing compliance efforts.
• Ensure consistency in the administration of accommodation requests across the organization.

Leave Administration Support

• Coordinate leave notifications and communications related to FMLA, ADA, short-term disability, long-term disability, military leave, paid leave programs, and other protected leave entitlements to managers.

Job Description

The HR Business Partner is responsible for the application of HR principles, practices, and tools that support the execution of business strategy, provides a positive work environment, and delivers maximum value-based support to the organization as a whole.

This role combines strategic partnership with hands-on HR execution. The HR Business Partner will coach leaders through employee relations and performance matters, identify workforce trends, support organizational initiatives, and help ensure consistent and compliant HR practices across a complex, multi-site healthcare environment.

This is an excellent opportunity for an experienced HR professional who enjoys working directly with leaders, solving problems, improving processes, and making an impact across a growing organization. Multi-site healthcare experience is strongly preferred.

Functions and Responsibilities:

HR Business Partnership & Leadership Support

• Serve as a trusted HR advisor to clinical and corporate leaders, providing guidance on employee relations, performance management, workforce planning, retention, engagement, and organizational effectiveness.
• Build strong partnerships with operational leaders to understand business priorities, identify people-related challenges, and develop practical solutions that support both employees and organizational goals.
• Coach managers on effective leadership practices, employee communication, performance expectations, documentation, corrective action, and conflict resolution.
• Partner cross-functionally with Operations, Payroll, Benefits, Legal, Finance, and other teams to support a consistent employee experience throughout the employment lifecycle.
• Identify opportunities to strengthen HR processes, manager effectiveness, employee engagement, and retention across the organization.

Employee Relations & Performance Management

• Manage employee relations and performance matters across corporate headquarters and clinical operations in Illinois, Indiana, Wisconsin, Missouri, Kansas, Kentucky, West Virginia, Texas, Oregon, Washington, and Alaska.
• Conduct objective and thorough employee relations investigations and provide recommendations based on findings, company practices, and applicable employment laws.
• Guide leaders through performance improvement plans, corrective action, workplace concerns, conflict resolution, and other sensitive employee matters.
• Conduct stay and exit interviews, identify recurring themes, and recommend actionable strategies to improve retention and the employee experience.
• Promote consistent and equitable application of HR policies and practices across locations.

HR Operations, Compliance & Benefits

• Maintain accurate and compliant employee records and support employee lifecycle transactions, including internal transfers, promotions, compensation changes, and other position changes.
• Support timely Form I-9 completion, audits, and employment eligibility compliance.
• Serve as a resource for employee benefit questions and play an active role in annual open enrollment, employee education, and benefits communication.
• Respond to employee questions and HR service requests through the HR ticketing system with professionalism, accuracy, and appropriate urgency.
• Process employment verification requests and support other HR administrative requirements as needed.
• Monitor changes in federal, state, and local employment laws and partner with HR leadership to maintain compliant practices across multiple jurisdictions.
• Assist with HR vendor administration, invoice processing, and related operational responsibilities.

HR Analytics & Employee Experience

• Partner with the HR Analyst, COO, CHRO, and VP of People and Culture to monitor and analyze key workforce metrics, including turnover, retention, compensation, time to hire, headcount, and other people trends.
• Translate HR data into meaningful insights and recommendations for HR and operational leadership.
• Develop and coordinate employee engagement initiatives and events that strengthen connection, recognition, and the overall employee experience.
• Support the development, communication, and adoption of HR programs and initiatives across corporate and clinical teams.
• Monitor employer reputation and relevant social media activity and draft thoughtful, professional responses when appropriate.
• Take on additional projects and responsibilities as the organization and HR function continue to evolve.

Job Description

The HR Business Partner is responsible for the application of HR principles, practices, and tools that support the execution of business strategy, provides a positive work environment, and delivers maximum value-based support to the organization as a whole.

This role combines strategic partnership with hands-on HR execution. The HR Business Partner will coach leaders through employee relations and performance matters, identify workforce trends, support organizational initiatives, and help ensure consistent and compliant HR practices across a complex, multi-site healthcare environment.

This is an excellent opportunity for an experienced HR professional who enjoys working directly with leaders, solving problems, improving processes, and making an impact across a growing organization. Multi-site healthcare experience is strongly preferred.

Functions and Responsibilities:

HR Business Partnership & Leadership Support

• Serve as a trusted HR advisor to clinical and corporate leaders, providing guidance on employee relations, performance management, workforce planning, retention, engagement, and organizational effectiveness.
• Build strong partnerships with operational leaders to understand business priorities, identify people-related challenges, and develop practical solutions that support both employees and organizational goals.
• Coach managers on effective leadership practices, employee communication, performance expectations, documentation, corrective action, and conflict resolution.
• Partner cross-functionally with Operations, Payroll, Benefits, Legal, Finance, and other teams to support a consistent employee experience throughout the employment lifecycle.
• Identify opportunities to strengthen HR processes, manager effectiveness, employee engagement, and retention across the organization.

Employee Relations & Performance Management

• Manage employee relations and performance matters across corporate headquarters and clinical operations in Illinois, Indiana, Wisconsin, Missouri, Kansas, Kentucky, West Virginia, Texas, Oregon, Washington, and Alaska.
• Conduct objective and thorough employee relations investigations and provide recommendations based on findings, company practices, and applicable employment laws.
• Guide leaders through performance improvement plans, corrective action, workplace concerns, conflict resolution, and other sensitive employee matters.
• Conduct stay and exit interviews, identify recurring themes, and recommend actionable strategies to improve retention and the employee experience.
• Promote consistent and equitable application of HR policies and practices across locations.

HR Operations, Compliance & Benefits

• Maintain accurate and compliant employee records and support employee lifecycle transactions, including internal transfers, promotions, compensation changes, and other position changes.
• Support timely Form I-9 completion, audits, and employment eligibility compliance.
• Serve as a resource for employee benefit questions and play an active role in annual open enrollment, employee education, and benefits communication.
• Respond to employee questions and HR service requests through the HR ticketing system with professionalism, accuracy, and appropriate urgency.
• Process employment verification requests and support other HR administrative requirements as needed.
• Monitor changes in federal, state, and local employment laws and partner with HR leadership to maintain compliant practices across multiple jurisdictions.
• Assist with HR vendor administration, invoice processing, and related operational responsibilities.

HR Analytics & Employee Experience

• Partner with the HR Analyst, COO, CHRO, and VP of People and Culture to monitor and analyze key workforce metrics, including turnover, retention, compensation, time to hire, headcount, and other people trends.
• Translate HR data into meaningful insights and recommendations for HR and operational leadership.
• Develop and coordinate employee engagement initiatives and events that strengthen connection, recognition, and the overall employee experience.
• Support the development, communication, and adoption of HR programs and initiatives across corporate and clinical teams.
• Monitor employer reputation and relevant social media activity and draft thoughtful, professional responses when appropriate.
• Take on additional projects and responsibilities as the organization and HR function continue to evolve.

Job Description

The Compliance & Investigations HR Business Partner supports the Eurofins BioPharma Product Testing & Medical Device Services organization by leading workplace investigations, assisting with leave and accommodation processes, and ensuring compliance with employment laws and Company policies. This role helps mitigate organizational risk, promote a culture of integrity and accountability, and ensure the consistent application of employment practices across the business.

The role is responsible for fact-finding, risk assessment, recommendations, and the timely resolution of employee relations issues while identifying trends and opportunities to strengthen compliance and the employee experience.

Essential Job Duties

Investigations

• Lead and manage internal workplace investigations involving policy violations, employee misconduct, harassment, discrimination, retaliation, ethics concerns, and other employee relations matters.
• Conduct interviews, review documentation, analyze facts, and prepare investigation summaries, findings, and recommendations.
• Ensure investigations are conducted in a timely, thorough, objective, and confidential manner.
• Maintain accurate and confidential investigation records and case documentation.
• Partner with HR leadership, the National Service Center, and business leaders on complex employee relations matters.
• Track investigation trends and recommend proactive solutions to mitigate risk and improve workplace practices.

HR Compliance

• Lead Affirmative Action programs for locations that are a federal contractor.
• Maintain accurate documentation, case files, and records in accordance with Company policies and legal requirements.
• Assist with audits, compliance reviews, regulatory inquiries, and internal requests.

HR Operations Support

• Develop and maintain tracking systems for investigations, accommodations, and leave administration activities.
• Prepare reports, metrics, and trend analyses to support HR Business Partners and leadership decision-making.
• Assist in the development and delivery of employee relations, compliance, and workplace conduct training.

ADA Accommodation Administration

• Review accommodation documentation and facilitate communication among employees and managers.
• Maintain accommodation documentation and monitor accommodation effectiveness and assist with ongoing compliance efforts.
• Ensure consistency in the administration of accommodation requests across the organization.

Leave Administration Support

• Coordinate leave notifications and communications related to FMLA, ADA, short-term disability, long-term disability, military leave, paid leave programs, and other protected leave entitlements to managers.

Job Summary:
The Human Resources Business Partner is the primary contact for all HR related initiatives: including Compensation, Employee Relations, HRIS, Recruitment/Talent Acquisition, Training and Organizational Development supporting mainly Manager and Supervisors and their teams. This role is an integral part in the full cycle of HR operations for the clients and is responsible for understanding the business goals and needs of the departments. The HR Business Partner provides clients with alternatives and solutions to promote business needs.

Job Responsibilities:
-Business Alignment: Identifies and understands operating goals.
-Build relationships with leaders and act as a catalyst in delivering HR solutions that support business objectives.
-Ensure HR programs and processes are aligned with the corporate culture, operating model, and corporate HR strategies.
-Serves on committees or cross-functional teams at the local level to facilitate process innovation and communication.
-Workforce Analytics: Works with HR leader to pull meaningful metrics that enhance the client s abilities to execute on strategy.
-Compensation: Collaborates with Compensation to ensure that salary equity is maintained and to manage any urgent needs.
-Partners with compensation specialist to create a response plan in various situations to ensure alignment with business strategy.
-Benefits: Collaborates with the Benefits specialists to resolve benefits concerns and questions for assigned departments.
-Understands how FMLA is managed by the organization and educates leaders.
-Recruitment/FTE Growth: Partners with Talent Acquisition ensures the team is aware of any strategy that impacts workforce needs.
-Partners with Compensation to review/develop appropriate job descriptions and grading of positions.
-Assists with JCAHO and regulatory compliance requirements.
-Organizational Development and Training: Collaborates with Workforce Development and HR Manager in developing, implementing, presenting, and evaluating training programs to address client needs at the local level.
-Review employee relations and performance management trends and submit recommended training initiatives.
-Assess climate to determine any opportunities for team building, conflict resolution, succession planning, culture and change management.
-Employee Relations: Supports clients with advice on labor and employee relation policies and practices.
-Develop response plans with clients for dealing with employee relation issues while helping to identify trends within a client group.
-Partners with the employee relations team on trends and any needed actions.
-Service Coordination: Coordinates delivery of HR shared services (e.g. compensation, talent acquisition) to ensure client receives timely and seamless service."

Skills:
Required Skills & Experience:

-At least three (3) years of related professional experience.
-Demonstrated knowledge of all Human Resource functions.
-Proficient human relations and effective communication skills.
-Critical thinking, decision-making and relationship building skills; experience in conflict resolution and basic business acumen (including planning) skills.

Preferred Skills & Experience:
-N/A"

Notes:
Looking for Local candidates. Remote/Hybrid approximately a couple of days in the office per week, depending on business needs; full-week remote work may also be required at times.

Hours per Week: 40
Shift: Day (8:00 AM 5 PM)
Skills:
Previous HR Business Partner experience
Experience supporting/managing a workforce of 1,000+ employees
Experience directly supporting Vice Presidents and senior leaders
Strong judgment and decision-making skills
Ability to effectively manage multiple priorities in a fast-paced environment
Previous healthcare experience is a plus but not required

Position Information
Position Title: HR Business Partner
Location: BOur Companyamp, MD 21017
Duration: Minimum 6 months with the ability to extend.

Position Overview/Primary Purpose
Under the direction of the Director of Human Relations this position acts as a strategic business partner to internal customers and their respective leadership teams in developing and implementing programs and initiatives that support and enable the organization s short and long range goals and objectives. Develops a consistent approach and process to implement HR programs and practices across Corporate Functions and/or Global Shared Services. Position may manage or provide mentorship to team members. Must have expertise to manage recruitment, coaching to managers, and leadership team development.

Key Responsibilities

• Provides leadership and direction (60%): Partner with client groups to establish relevant functional goals and objectives; recruit, train, coach and mentor employees; support consistent adoption and adherence of programs, policies and procedures across partnership areas; identify and define employee engagement opportunities; and provide input into departmental structure & design.

• Acts as the horizontal process owner (30%): Develop, implement and administer HR programs, policies, procedures and practices consistently across client groups in support of McCormick s philosophy and core values (i.e., High Performance, Workforce Planning, Performance Management, VOE, OGSMs, Talent Management, Development Planning, Compensation programs, etc.). Ensure consistent adoption and adherence of programs, policies and procedures across partnership areas.

• Drives HR process improvement (10%): Lead special projects and effective change management programs/initiatives from idea through implementation. Apply sound judgment, and consider global impact, when developing solutions.

Required Qualifications

• Level of Education and Discipline: BSc in Business, Human Resources, Psychology or related field.
• Certification and/or Licenses: Not specified.
• Experience: 6-8 years of professional experience in HR or closely related field. 2-3 years of direct leadership responsibility. Must understand and appreciate cross-functional, global support services in order to be a successful business partner. Keeps abreast of Human Resources State and Federal laws by participating in professional industry organizations.

• Interpersonal Skills: Very strong interpersonal and relationship building skills. Developed, polished communication skills (written and oral). Conveys credibility in order to influence and appropriately challenge business decisions; escalates concerns as necessary. Ability to present complex information and represent HR function in a variety of meetings, both internally and externally. Varied interactions from employees, managers, leadership team, customers, vendors, etc. Position requires very high level of interaction across all functions and employees within business.

• Other Skills and HPO Competencies: Strong verbal, written, analytical and interpersonal skills. Ability to manage projects and people, and organize and prioritize work to meet deadlines. Strong personal/team leadership and business sense. Strong customer focus. Strong ethical behavior and professional maturity.

Preferred Qualifications

• Level of Education and Discipline: Not specified.
• Certification and/or Licenses: PHR/SPHR/GPHR
• Experience: Not specified.
• Interpersonal Skills: Not specified.
• Other Skills and HPO Competencies: Not specified.

Dimensions
Provides HR support and leadership to 130-150 employees directly and indirectly up to 500 employees within a global, matrixed organization. High degree of independent problem solving required to accurately make a variety of decisions that arise from day-to-day issues. Utilizing analytical ability, translates business strategies and issues into appropriate HR actions in accordance with High Performance. Requires consistent interpretation of policies and procedures. Problems range from simple to complex. Requires the ability to make decisions or recommendations - often with ambiguous or incomplete information - based on judgment and prior experience. High touch position with all levels in the organization. Position impacts business by demonstrated HR expertise to influence client group decisions. Effective, timely support ensures smooth business operations. Impact affects whole organization, team and HR function as support is across all business functions.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender, identity, national origin, disability, or protected veteran status.