Flagship Pioneering is a bioplatform innovation company that invents and builds platform companies that change the world. We bring together the greatest scientific minds with entrepreneurial company builders and assemble the capital to allow them to take courageous leaps. Those big leaps in human health and sustainability exponentially accelerate scientific progress in areas ranging from cancer detection and treatment to nature-positive agriculture.
What sets Flagship apart is our ability to advance biotechnology by uniting life science innovation, company creation, and capital investment under one roof in a way that is largely without precedent. Our scientific founders, entrepreneurial leaders, and professional capital managers are each aligned around an institutionalized process that enables us to innovate and transform for the benefit of people and planet.
Many of the companies Flagship has founded have addressed humanity’s most urgent challenges: vaccinating billions of people against COVID-19, curing intractable diseases, improving human health, preempting illness, and feeding the world by improving the resiliency and sustainability of agriculture.
Flagship has been recognized twice on FORTUNE’s “Change the World” list, an annual ranking of companies that have made a positive social and environmental impact through activities that are part of their core business strategies, and has been twice named to Fast Company’s annual list of the World’s Most Innovative Companies..
Job Summary:
The Senior Director/Vice President Strategy & Human Resources Operations is a senior leadership role responsible for enhancing the effectiveness and efficiency of the Human Resources (HR) department. This individual will support the Chief Human Resources Officer (CHRO) in strategic planning and execution of HR initiatives. They will oversee special projects, manage the HR budget and develop communication strategies. This role is also responsible for leading enterprise-wide HR service delivery including process documentation and execution, risk and compliance, hire-to-retire lifecycle administration, and strategic partner/vendor management. The role is responsible for strategic management of the complex network of HR operations stakeholders, internally and externally, to ensure a high-quality employee experience.
Key Responsibilities:
- HR Strategy & Special Projects
- Collaborate with the CHRO and HR leadership team to develop, refine, and implement the HR strategy aligned with organizational goals and objectives.
- Conduct comprehensive analyses of current HR processes and practices to identify areas for strategic enhancement.
- Facilitate strategic planning sessions and workshops with key stakeholders.
- Monitor industry trends, best practices, and regulatory changes to ensure the HR strategy remains forward-thinking and compliant.
- Integrate data insights and metrics to inform and support strategic decision-making processes.
- Develop strategic roadmaps to guide the HR team in achieving short-term and long-term objectives.
- Create and manage project plans to ensure timely execution of strategic HR initiatives.
- Foster a culture of continuous improvement by identifying opportunities for innovation and efficiency enhancements within HR operations.
- Lead change management efforts to support the adoption and implementation of new HR strategies and initiatives.
- Communicate and advocate the HR strategy across the organization, ensuring alignment and buy-in from all levels of staff.
- Conceptualize, manage and run HR All Hands and HR offsites
- Lead and manage a variety of special HR projects and initiatives to support HR and organizational goals.
- Budget Management:
- Oversee the HR department’s budget, ensuring effective allocation and utilization of resources.
- Prepare, monitor, and control the department’s operating budget and expenditures.
- Provide regular financial reports and forecasts to the CHRO.
- Identify cost-saving opportunities and strategies for optimizing HR expenses.
- Communications
- Develop and implement effective HR communication strategies and plans.
- Draft and edit internal communications, ensuring consistent HR messaging.
- Coordinate with the communications teams to ensure alignment on messaging.
- HR Operations
- Manage and develop the HR Operations team
- Partner closely with the business to ensure alignment on proposed processes, working through change management, training, and education to ensure new ways or working are adopted and implemented.
- Ensure processes are documented, simple to follow and aid in easy decision making and process alignment.
- Create and drive strategic roadmap for process excellence, optimization, automation and simplification.
- Lead a continuous improvement strategy across the function utilizing data and stakeholder feedback.
- Provide leadership support for the implementation of new business process optimization and automation.
- Partner closely with the legal team to ensure we have the necessary policies in place across our global offices, actively monitor changes in legislation to remain compliant.
- Collaborate extensively with the HR Technology function.
- Establish and lead contract and operational governance and manage relationships with HR operations and service delivery of vendors and strategic partners.
- Lead the spin-off of companies from the Flagship Ecosystem from an HR operations perspective.
- Ensure SLAs are in place and are met or exceeded and drive to resolution when vendor performance lags.
- Monitor vendor contracts, cost and/or service level risk.
- Social Media Strategy:
- Partner with CHRO to develop and execute a social media strategy.
- Create and curate engaging content for CHRO social media channels.
- Monitor social media trends and analytics to optimize engagement and reach.
- Workforce Planning:
- Lead workforce planning efforts, analyzing staffing needs and trends for HR.
- Coordinate with Talent Acquisition to develop and implement strategies to address workforce gaps and surpluses for HR team.
- Utilize data analytics to forecast workforce requirements and inform decision-making for HR staffing and needs.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree preferred.
- Minimum of 15-20 years plus of progressive HR experience including at least 5-7 years plus management experience.
- Proven experience in project management, financial acumen, strategic and workforce planning.
- Experience in running HR operations functions also critical.
- Demonstrated success building & leading cross-functional teams.
- Ability to energize, inspire & motivate a team to exceed objectives.
- Excellent communication and interpersonal skills.
- Strong understanding of social media platforms.
- Analytical mindset with the ability to leverage data for decision-making.
- High level of integrity, confidentiality, and professional ethics.
- Collaborator, manages conflict well, adaptable.
Flagship Pioneering and our ecosystem companies are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status.
Recruitment & Staffing Agencies: Flagship Pioneering and its affiliated Flagship Lab companies (collectively, “FSP”) do not accept unsolicited resumes from any source other than candidates. The submission of unsolicited resumes by recruitment or staffing agencies to FSP or its employees is strictly prohibited unless contacted directly by Flagship Pioneering’s internal Talent Acquisition team. Any resume submitted by an agency in the absence of a signed agreement will automatically become the property of FSP, and FSP will not owe any referral or other fees with respect thereto.
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