HR Business Partner - Associate Director (onsite)

Essential Duties & Responsibilities

Strategic HR Partnership

• Understand and build relationships with client groups, maintaining a positive approach and posture of trusted advisor to influence strategic HR decisions and practices.


• Serve as a member of leadership teams in respective client groups, attending leadership meetings to align HR initiatives with departmental priorities.


• Review key business performance targets and their related talent implications with business leaders.


• Review organizational structures periodically to ensure roles and reporting lines support business objectives, structuring teams to support efficiency and continuous improvement.


• Provide necessary guidance and coaching to leaders on effective leadership practices.


• Partner with other HRBPs and HR team members to identify and drive the sharing of best practices across functions to facilitate consistency and continuous improvement.

Talent Management & Development

• Utilize talent management processes and provide guidance to department heads to identify skill gaps and solutions to address those gaps.


• Facilitate periodic talent review meetings to evaluate leaders and complete succession plans, identifying a roadmap to developing employees and building bench strength.


• Support leadership in the refinement of individualized development plans (IDPs) for high-potential employees and track progress against milestones.


• Partner with OTD to identify appropriate leadership and employee development training sessions for leaders and their teams.


• Support business unit leaders in providing employees with development opportunities that align with current and future performance standards.

Employee Relations & Engagement

• Actively reinforce and promote organizational values in interactions with client groups.


• Conduct employee interviews (check-ins and exit interviews) to gather feedback on workplace climate.


• Identify solutions to support improvement of critical organizational effectiveness and development needs (e.g. engagement, team dynamics, role clarity).


• Collaborate with HR Operations as needed to manage investigations into workplace issues, ensuring legal compliance and timely resolution.


• Support leaders in managing employee performance discussions.


• Utilize feedback from employees to influence the continuous improvement of HR services and processes, including engagement surveys, training feedback and other ad-hoc feedback tools.


• Remain informed of state, federal and applicable ex-US countries’ employment laws and regulations, customs and competitive practices.

Workforce Planning & Staffing Support

• Support managers in forecasting and planning their talent pipeline requirements in line with the function or business strategy.


• Advise and coach hiring managers on best practices related to job descriptions, interviewing, onboarding and candidate experience.


• Work with HR Generalists to prioritize and fill critical roles.


• Support redeployment or retraining plans during reorganization, product launches, facility consolidation, etc.


• Support and effectively implement appropriate pay, benefits, incentive, separation and severance programs.


• Conduct job evaluation to determine appropriate job leveling and compensation.

Change Management:

• Lead and support organizational change initiatives.


• Communicate effectively with stakeholders to manage resistance to change.


• Assess the impact of change on employees and the organization.

HR Data, Analytics & Reporting

• Review monthly turnover, absenteeism, overtime and other reports and work with leaders to translate data into meaningful actions.


• Track employee engagement survey results and create action plans with department leaders to address low-scoring areas.


• Prepare HR dashboards for leadership, highlighting trends and recommended interventions.


• Present HR metrics, initiatives and progress to leadership as needed.


• Perform various other duties as assigned.

Knowledge, Skills & Abilities  

• Substantial business acumen.


• Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy.


• Ability to develop clear, actionable steps in support of an overall business strategy.


• Ability to identify new ways for HR to support the business strategy.


• Ability to synthesize large quantities of quantitative and qualitative data.


• Ability to recognize trends and develop recommendations based on data analysis.


• Ability to engage, inspire, and influence people.


• Ability to be an effective team player and networker.


• Strong problem-solving, negotiation and conflict resolution abilities.


• Ability to manage sensitive situations with professionalism and confidentiality.


• Strong interpersonal, communication, facilitation and customer service skills.


• Significant knowledge of HR policies, processes (e.g., workforce planning and talent management), and talent management practices.


• Proficiency in HRIS systems, MS Office and data analysis / reporting tools.

Core Values

The HRBP is expected to operate within the framework of Tolmar’s Core Values:

• Center on People: We commit to support the well-being of our patients. We are committed to treating our employees and those we serve as valued partners. By placing people at the heart of our actions, we actively engage, invigorate, acquire knowledge, and grow together.


• Are Proactive & Agile: We embody a culture of engagement and action. With a hands-on approach, we fearlessly adapt to change. We anticipate, respond swiftly and efficiently to ignite a spirit that propels us towards extraordinary outcomes.


• Act Ethically: We are committed to consistently conducting our business in an ethical, compliant, and socially aware manner, in line with our purpose of positively impacting lives. We actively cultivate diversity, equity, inclusion & sustainability in our workplace.


• Constantly Improve: We are committed to a collaborative & proactive effort to improve our products, systems, processes, and services by reducing waste, increasing efficiency & improving quality.


• Are Accountable: We think, act, and communicate with honesty, transparency, and clarity in alignment with our core values. We don't compromise our values for near term gain. We take accountability & ownership of our work, actions, successes, and setbacks. We strive to deliver our best as we shape the future.

Education & Experience

• Bachelor’s degree, preferably in Business Administration or Human Resources Management. Master’s degree preferred. 


• Senior Professional Human Resources certification (SPHR and/or SHRM-SCP) strongly preferred.


• Eight or more years of progressive experience in Human Resources required to include operating in a strategic HRBP role.


• Experience in building and maintaining strong, collaborative partnerships with organizational leadership to understand business objectives, provide strategic HR guidance, and influence decision-making that drives organizational success.


• Experience in regulated industry preferred.

Working Conditions

• Working conditions are normal for an office environment.


• Onsite position with an opportunity for a limited Hybrid arrangement upon approval.

Compensation and Benefits

• Annual pay range $140,000 - $160,000 depending on experience


• Bonus Eligible


• Benefits information:   

Tolmar compensation programs are focused on equitable, fair pay practices including market-based base pay and a strong benefits package. The final compensation offered may vary from the posted range based on the selected candidates qualifications and experience.  

Tolmar is an Equal Opportunity Employer. We do not discriminate on the basis age 40 and over, color, disability, gender identity, genetic information, military or veteran status, national origin, race, religion, sex, sexual orientation or any other applicable status protected by state or local law. It is our intention that all qualified applicants be given equal opportunity and that selection decisions are based on job-related factors.