Head of HR (Remote)

Every role at Orsini moves a patient closer to life‑changing therapy. Through our comprehensive commercialization solutions—including a nationwide specialty pharmacy, patient services hub, home infusion and nursing network, and third‑party logistics provider—we work with biopharma, providers, and payors to ensure No Patient is Left Behind™.

Orsini is on a mission to be the essential partner for biopharma innovators, healthcare providers, and payers to support patients and their families in accessing revolutionary treatments for rare diseases. At the heart of our company culture, the Orsini LIVE IT Core Values serve as guiding principles that shape how we interact with each other and those we serve. This role is remote. For employees located near our Elk Grove Village office, we prefer a hybrid schedule with periodic in‑office collaboration.

The HR Manager is responsible for the execution of employee relations, workplace risk management, employment law compliance, people policy application, and HR‑developed people programs. This role ensures that people processes are applied consistently, fairly, and in compliance with employment laws while providing hands‑on support and guidance to managers. The HR Manager also supports employee engagement initiatives by executing Culture Committee actions and reinforcing culture standards in daily people practices, in partnership with the Senior HR Business Partner within People Operations strategy.

Independently manage employee relations cases involving performance, conduct, attendance, and workplace concerns, ensuring timely, fair, and well‑documented outcomes.

Draft and administer corrective actions, performance improvement plans, and termination documentation, focusing on risk mitigation and consistency.

Assess risk level of ER matters; appropriately elevate high‑risk or legally sensitive situations.

Ensure consistent application of policies and practices across departments and locations.

Identify recurring themes, risk patterns, or manager gaps and proactively surface insights to People leadership.

Apply and interpret federal, state, and local employment laws across a multi‑state environment.

Ensure compliant application of company policies and disciplinary practices.

Monitor employee relations decisions and manager actions for compliance risk and intervene as needed.

Maintain audit‑ready personnel files, ER documentation, and corrective action records in alignment with regulatory and internal standards.

Identify compliance risks, policy gaps, or inconsistent practices and partner with People leadership on mitigation.

Support compliance audits, inspections, and regulatory reviews, including preparation and response activities.

Review, approve, and manage reasonable accommodations and exceptions, ensuring alignment with legal requirements and company standards.

Apply federal, state, and local leave laws; manage complex or overlapping leave scenarios.

Partner with HR Administration and Payroll to ensure accurate and compliant execution of approved leaves and accommodations.

Assess and elevate high‑risk or complex leave situations as appropriate.

Provide coaching to managers on performance management, documentation, corrective action, and employee conversations.

Reinforce company expectations related to people leadership, policy application, and documentation quality.

Support managers through complex or sensitive employee situations with a focus on consistency, fairness, and risk mitigation.

Ensure manager adherence to HR‑developed tools, templates, and processes.

Identify manager capability gaps and reinforce training via day‑to‑day coaching and real‑time guidance.

Execute and facilitate HR‑developed programs, including manager fundamentals, performance management, and compliance training.

Partner with the Training team to reinforce practical application of learning in day‑to‑day management practices.

Ensure programs are delivered consistently and aligned with People Operations standards.

Provide feedback on program effectiveness based on manager adoption and real‑world application.

Support the rollout and adoption of People Operations policies, processes, and initiatives.

Ensure consistent execution of HR processes across departments and locations.

Identify process gaps, inefficiencies, or risks and elevate recommendations for improvement.

Partner with the Senior HR Business Partner to execute approved employee engagement and culture initiatives.

Ensure engagement initiatives are executed consistently and aligned with company policies and People Operations standards.

Monitor progress and elevate risks, capacity constraints, or barriers to People leadership.

Reinforce engagement efforts through manager enablement and day‑to‑day people practices.

KPIs and Performance Metrics

Timely and compliant resolution of employee relations cases aligned with defined service expectations and documentation standards.

Consistent and compliant application of policies and corrective action practices across departments and locations.

Quality and defensibility of ER documentation and investigations, as measured by audit outcomes and leadership review.

Manager adherence to documentation, performance management, and corrective action standards.

Reduction in repeat employee relations issues driven by manager error or inconsistent application of expectations.

Timely identification, assessment, and escalation of employment law and compliance risks.

Audit‑ready personnel files and employee relations documentation.

Demonstrated improvement in manager capability through reduced reliance on HR intervention for routine ER matters.

Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).

5–7+ years of progressive HR experience with significant employee relations responsibility.

Demonstrated experience managing ER issues in a multi‑state environment.

Work Environment & Travel Requirements

Minimal travel requirements, less than 5 %.

Medical Coverage, Dental, and Vision Coverage.

Company‑paid life insurance options.

Generous PTO, paid holidays, and floating holidays.

Tuition reimbursement program.

It is our policy to ensure that both current and prospective employees are afforded equal employment opportunity without consideration of race, religious creed, color, national origin, nationality, ancestry, age, sex, marital status, sexual orientation, or present or past disability (unless the nature and extent of the disability precludes performance of the essential functions of the job with or without a reasonable accommodation) in accordance with local, state and federal laws.

Americans with Disabilities Act

We participate in the federal E‑Verify program to confirm the identity and employment eligibility of all newly hired employees. E‑Verify Participation Poster (English & Spanish):

Right to Work Poster (English & Spanish):