Dir HR Manufacturing (Irvine)

The following information provides an overview of the skills, qualities, and qualifications needed for this role.

B. Braun Medical Inc., a leader in infusion therapy and pain management, develops, manufactures, and markets innovative medical products and services to the healthcare industry. Other key product areas include nutrition, pharmacy admixture and compounding, ostomy and wound care, and dialysis. The company is committed to eliminating preventable treatment errors and enhancing patient, clinician and environmental safety. B. Braun Medical is headquartered in Bethlehem, Pa., and is part of the B. Braun Group of Companies in the U.S., which includes B. Braun Interventional Systems, Aesculap and CAPS.

Globally, the B. Braun Group of Companies employs more than 64,000 employees in 64 countries. Guided by its Sharing Expertise philosophy, B. Braun continuously exchanges knowledge with customers, partners and clinicians to address the critical issues of improving care and lowering costs. To learn more about B. Braun Medical, visit Summary:The Director, Human Resources serves as a strategic business partner to Manufacturing Operations leadership and is responsible for developing and executing human capital strategies that support business objectives, operational excellence, employee engagement, organizational effectiveness, and talent development. The role provides leadership across all aspects of human resources including workforce planning, talent management, employee relations, organizational design, leadership development, compensation, compliance, training, succession planning, and change management. The Director partners closely with site leadership and Centers of Excellence to build organizational capability and ensure a high-performing work within a highly regulated medical device/pharmaceutical manufacturing environment. Job Function - General:Strategic HR LeadershipServe as trusted advisor to the Site Vice President/General Manager and Manufacturing Leadership Team.-Support the development and implementation HR strategies aligned with business and HR priorities.-Lead workforce planning initiatives to ensure critical talent and capabilities are available to support growth. -Partner with leadership to establish and execute annual people strategies.Talent Management & Organizational DevelopmentDrive talent review, succession planning, and leadership development processes. Identify critical talent risks and implement retention strategies.Facilitiate employee engagement initiatives and culture-building programs.Support capability development across manufacturing, engineering, quality, supply chain, and support functions.Employee Relations & ComplianceProvide expert guidance regarding employee relations matters, investigations, corrective actions, and conflict resolution.Ensure compliance with state employment law and all federal and local regulations.Partner with legal counsel as appropriate regarding employment-related matters.Maintain compliance with company policies and regulatory compliance.Change Management -Coach leaders through organizational change and workforce transitions.HR Analytics & Workforce Insights -Utilize workforce data, metrics, and analytics to support decision making. -Monitor turnover, engagement, retention, absenteeism, productivity, and talent indicators. -Develop actionable recommendations to improve organizational performance.Compensation, Benefits & Talent Acquisition -Collaborate with Compensation and Benefits teams to ensure market competitiveness and internal equity. -Support strategic recruitment efforts for key leadership and technical positions. -Guide workforce planning and talent acquisition strategies.Learning & Development-Ensure employee training programs support compliance, leadership capability, and organizational effectiveness. -Foster a culture of continuous learning and development.-Supports the senior management team in developing human resource strategies. The job function listed is not exhaustive and shall also include any responsibilities as assigned by the Supervisor from time to time. Education and Professional Knowledge:Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required.Experience:

10+ years of progressive Human Resources experience, 5+ years of HR leadership experience. Demonstrated expertise in:

• Employee Relations
• Talent Management
• Organizational Development
• Change Management
• Workforce Planning
• Leadership Coaching

Preferred

• Master's degree in HR, Business Administration, Organizational Psychology, or related field.
• SHRM-SCP or SPHR certification.
• Medical device, pharmaceutical, biotechnology, or other regulated manufacturing experience.
• Experience supporting global matrix organizations.
• Experience with HR analytics and workforce planning systems.

Knowledge and Skills Requirements:

Requires breadth of professional field and industry knowledge. Ability to integrate critical information and champion advanced strategies/concepts through the organization. Drives development of advanced technologies, principles and processes.

Additional Requirement:

Occasional business travel required, Valid driver's license and passport, Ability to work non-standard schedule as needed

The expected pay range for this position is $220,000 to $270,000 annually . This range represents the company's good-faith estimate of the compensation it reasonably expects to pay upon hire. Actual compensation may vary based on factors such as experience, skills, education, certifications, internal equity, and geographic location. This position may also be eligible for bonus and company benefits.

Physical Requirement and Work Environment:

Attendance Requirement Regular and predictable attendance

Physical Demands:While performing the duties of this job, the employee is expected to:

Light work - Exerting up to 20 lbs of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. xhyhwjd

Lifting, Carrying, Pushing, Pulling and Reaching: Occasionally:Reaching upward and downward, Push/pull, StandFrequently:SitConstantly:N/A

Activities:

Occasionally:Climbing stairs/ladders, Push/pull, Reaching upward and downward, Standing, WalkingFrequently:Finger feeling, Hearing - ordinary, fine distinction, loud (hearing protection required), Seeing - depth perception, color vision, field of vision/peripheral, Sitting , Talking - ordinary, loud/quickConstantly:N/A

Environmental Conditions:

Occasionally:N/AFrequently:N/AConstantly:N/A

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.