When you’re part of the team at Thermo Fisher Scientific, you’ll do important work, like helping customers in finding cures for cancer, protecting the environment or making sure our food is safe. Your work will have real-world impact, and you’ll be supported in achieving your career goals.

This role will support key stakeholders to improve organizational capability, drive change, define organizational needs, determine training & development needs, resolve employee issues, and contribute to the achievement of operating plan objectives. This successful candidate is a collaborative, proactive and analytical HR leader who is capable of bringing creative and practical solutions to the HR team, Leaders and Employees. The HR Manager will have a continuous improvement mindset and a track record of assessing situations and providing solutions that add value for the site.

What you will do:

• Consult with functional leaders in areas such as organizational assessment, succession planning, organizational structure, work force planning, and change management in order to strengthen overall organizational capability.
• Counsel and/or coach employees and managers regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, and discipline in line with local culture and the business and legal environment.
• Ensures alignment of HR processes i.e., Human Resources Review (HRR), Performance Management and Development (PMD), Quarterly Business Reviews (QBR), etc. with strategic and operating goals.
• Drive the HR component of the business strategy through planning, developing, and implementing HR initiatives that increase the productivity, competence, and effectiveness of assigned client groups.
• Drive employee engagement and satisfaction through promotion of a positive One Thermo Fisher company culture while balancing employee concerns with all levels of company goals.
• Ensure effective talent management including recruitment, assessment and development as the organization grows both organically as well as through acquisition. Assist managers in assessing and identifying resources to meet employee/departmental training needs and encouragement of employees to continuously develop their skills in their field of work.
• Manage the partnership with the talent acquisition center, including staffing coordination and job requisition management.
• Manage the annual performance and salary reviews as well as the variable pay programs.
• Responsible for remaining up to date on relevant US, and state employment laws and other human resources compliance issues. Update management on policies/processes as necessary.
• Handles escalations from HR Shared Services Center to resolve client queries and issues as appropriate
• Collaborates with Center of Excellence (CoE) Process Experts to execute and implement large scale HR initiatives (i.e., roll out annual programs, new programs/policies, etc.).
• May need to travel up to 10% of time

How you will get here:

• Bachelor’s degree, MBA preferred
• Related experience in an HR role as the lead HR for a manufacturing client group
• Demonstrated success translating business strategies into organizational and HR strategies and actions.
• Experience working in a variety of settings, with manufacturing experience preferred.
• Experience driving a high-performance team desired.
• Success in implementing programs and processes that yield positive results
• Must model the highest degree of moral and ethical behavior
• Must maintain confidential information.
• Experience working successfully in a fast paced environment.
• Experience supporting change management efforts.
• Proactive and takes ownership for producing positive results.
• Contributes as a valued team member and colleague with leaders at all levels.
• Demonstrates personal awareness and desire for continual learning and personal development
• Keeps commitments; exhibits candor and courage - is not afraid to establish a visible presence and point of view, to engage in spirited and constructive debate, to hold others accountable.
• Normally receives little instruction on day-to-day work, general instructions on new assignments.
• Must possess the presentation skills and professionalism to project a professional image, both internally and externally.
• Strong interpersonal, verbal and written communications skills are essential.
• Average to above average ability to create and work with Excel