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Trenton

    Manager/Senior Manager - Trenton, United States - Cipla

    Cipla
    Cipla Trenton, United States

    3 weeks ago

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    Description

    Job Title:
    Manager /Senior Manager - HR and Compliance

    This position may be considered at the Senior Manager for candidates that exceed requirements.


    Organization:
    Cipla USA


    Location:
    Warren, NJ


    Employment Type:
    Full-time


    Work Schedule:
    Hybrid - In Office Days: Mondays, Tuesdays, Wednesdays and Thursdays


    Cipla:
    Cipla is a leading global pharmaceutical company, dedicated to high-quality, branded, and generic medicines. We are trusted by healthcare professionals and patients across geographies.

    Over the last eight decades, we have strengthened our leadership in India's pharmaceutical industry and fortified our promise of strengthening our global focus by consolidating and deepening our presence in the key markets of India, South Africa, the U.S., and other economies of the emerging world.

    Driven by the purpose 'Caring for Life', Cipla's focus has always been on making affordable, world-class medicines with a reputation for uncompromising quality standards across the world.

    In the last 85 + years, Cipla has emerged as one of the most respected pharmaceutical names in India as well as across more than 100 countries.

    Cipla is a fast-growing pharmaceutical company with a continued focus on the expanse of our strong legacy. Over the last five years, Cipla has significantly expanded its portfolio and presence in the U.S. with both a generic and brand division.


    Job Summary:


    The Manager, Humans Resources & Compliance will be instrumental in supporting the employee life cycle for Cipla USA employees and other groups as assigned.

    They will partner with the Key Business stakeholders, COEs, and the HR colleagues to deliver HR Strategies seamlessly in line with the business needs and priorities.

    In addition, the role will be to manage HR compliance for the Cipla North America geography.

    Responsibilities &


    Accountabilities:
    I. Deliver the HR support to assigned areas to employee life cycle process for Cipla North America


    • Support key HR processes across relevant business functions in collaboration with HRBP's for supporting achievement of business objectives.
    • Support a range of employee life-cycle matters including, managing exit process, transfer, performance cycle, promotion cycle, employee records and initiatives.
    • Support development of job descriptions and other org designs for assigned areas.
    • Evaluate and develop HR processes during the employee cycle, engaging stakeholders.
    • Manage employee files.
    • Evaluate existing HR processes, identifying recurring tasks and critical procedures that warrant Standard Operating Procedure (SOP) documentation; engage with relevant stakeholders to gather insights into the existing processes, ensuring
    comprehensive documentation and alignment with organizational objectives.

    II. Design and review the workforce plan for the talent pipeline requirements in line with the function or business strategy.


    • Deliver the talent needs of the business across regions to enhance top talent utilization and retention.
    • Identifying and developing the right talent to ensure talent availability & development across the business.
    • Handles local new hire onboarding and practices and partners with hiring managers to ensure an effective orientation and assimilation.
    • Serve as the designated SPOC for execution of new hire and manager for assigned client groups in partnership with TA.
    • Create a positive onboarding experience by leading new hire orientation sessions and ensuring a seamless employee onboarding journey; in conjunction with Talent Acquisition partners for smooth onboarding processes and suggest
    enhancements for optimization.

    III. Manage key business performance targets and their related talent implications with business leaders.


    • Implement the performance management process along with the HRBP's as per the COE guidelines to ensure fair and high-performance culture in the organization.
    • Assist in HR projects and initiatives, contributing expertise and support to achieve organizational goals and objectives.
    IV. Manage compliance and employee welfare to make the workplace environment conducive to work.


    • Develop and maintain policies in a multi-state state environment, such as Team Guides, State Supplements, and other policies.
    • Manage physical and remote HR compliance posting requirements for North America
    • Initiate thematic studies to build a whole solution to the HR compliance framework, solutions, and risk mitigation mechanism, and promote implementation as well as monitor operations outcomes.
    • Remain current employment law updates and trends, evaluate risks if needed, and provide risk management suggestions for decision-making.
    • Support any required compliance filings.
    • Serve as the point of contact for global HR compliance initiatives and training.
    • Oversee I-9 and E verify compliance program.
    • Establish protocols for addressing employee concerns, promoting transparency and trust team members and leadership.
    • Coordinate and oversee aspects of employee discipline including the grievance processes.
    • Provide cross-function compliance-related coordination, and support ad-hoc HR compliance matters.
    • Support employee relations matters, conduct effective, thorough, and objective investigations.
    • Ensure that the HRBP's are well supported to deal with all employee relations cases and best practices are followed to ensure adherence to processes.
    IV.

    Support any specific Organizational Design / Change management initiatives ensuring that they provide a value adding service in all change management initiatives.


    • Plan and implement change management initiatives in collaboration with the COE's and align the business with the objectives of the initiatives.
    • Manage emails pertaining to HR procedures, policies, and programs for employees.
    V. Support HRIS and HR Operations/ processes, analyze data for insights and improvement interventions.


    • Assist with developing scalable methodologies and tools aimed at enhancing HR Operations efficiency, including streamlining key processes such as onboarding, terminations, and other aspects essential to the employment life cycle.
    • May handle assigned master data management and reporting requirements in the HRIS system, Success Factors.
    • Analyze HR data and metrics to provide insights and support decision making; prepare reports that seek to provide information needed by all departments.
    • Partner closely with the HRBPs and other HR functions to identify areas for process improvements and implement strategic initiatives.
    Education Qualifications, Experience, Skills, and Competencies:

    Bachelor's degree (specialization in Human Resources preferred)

    PHR or SHRM-CP preferred

    .

    A minimum of 5 years of relevant and broad HR experience

    Established experience handling HR compliance.

    Knowledge of utilization of HRIS systems, Success Factors is preferred.

    Strong knowledge of employment law, preferably in a multi-state environment. Federal contractor experience is a plus.

    Established abilities in employee relations and investigations.

    Strong communication skills across multiple levels.


    Possess problem solving and analytical capability; experience of managing ambiguity and analyze HR metrics to find root causes and develop short, medium and long-term plans.

    Basic knowledge across HR disciplines including compensation, benefits, HRIS, organizational design, & training and development.


    Professionalism, accuracy, and timeliness are very important to this position, as well as being able to prioritize duties in a fast-paced environment.

    A commitment to maintaining confidentiality and integrity.

    Ability to maintain confidentiality and handle sensitive information with discretion.

    Ability to travel to sites in NY and MA 2-3 times per month.


    Equal Opportunity Employer:
    Cipla is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, sex, sexual orientation, gender identity, religion, national origin, genetic information, disability, protected veteran status,

    or any other legally protected group status.


    At Cipla, we welcome people of all abilities and want to ensure that our hiring and interview process meets the needs of all applicants.

    If you require reasonable accommodation to make your application or interview experience a great one, please contact the recruiter.

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