Human Resources Business Partner III

Grifols, S.A; San Diego (CA); On-site; USD 110,416 - 145,000; Full time

Benefits offered by this job

Medical benefits

Dental benefits

Vision benefits

PTO

401(K) match up to 5%

Tuition reimbursement

Job summary

Grifols, S.A in San Diego, CA is seeking a Human Resources Business Partner III to provide strategic client-focused support aligned with business objectives. The ideal candidate will have a bachelor’s degree in a related field and 8 years of HR experience, including at least 5 years as an HR Business Partner. Key responsibilities include managing employee relations, analyzing business data for HR solutions, and implementing company-wide HR initiatives. The estimated pay scale for this role ranges from $110,416 to $145,000 per year, plus potential bonuses and benefits.

Qualifications

• 8 years of HR experience including 5 years as HR Business Partner.
• Experience in a related industry is required.
• PHR or SPHR certification is preferred.

Responsibilities

• Deliver solutions through communication with business leaders.
• Prepare key business data analysis for HR services.
• Manage employee relations issues effectively.
• Evaluate career paths and job descriptions.
• Implement company-wide HR programs and initiatives.

Skills

Advanced knowledge of HR/market trends

Analytical skills

Oral and written communication skills

Critical thinking and problem solving

Education

Bachelor's degree in Business, HR or related field

Job description

Would you like to join an international team working to improve the future of healthcare? Do you want to enhance the lives of millions of people? Grifols is a global healthcare company that since 1909 has been working to improve the health and well-being of people around the world. We are leaders in plasma‑derived medicines and transfusion medicine and develop, produce and market innovative medicines, solutions and services in more than 110 countries and regions.

Summary

Grifols Diagnostic Solutions in San Diego, CA is seeking a Human Resources Business Partner (HRBP) III. The HRBP III will provide strategic client‑focused support meeting operating and long‑term strategic objectives, including the following activities: implements business unit/departmental change, provides solutions to business issues utilizing competitor/best practice data/HR tools, processes and diagnostics, confers with other HR professionals for unique solutions and systems, provides clarification of line management role in HR processes, continuously scans the organization environment to anticipate business needs and provide solutions, advocates sound principles of people management practices.

We are seeking qualified individuals with a bachelor’s degree in business, HR or related field along with 8 years of HR related experience, that includes at least 5 years working as a HR Business Partner. HR Experience must include working in a related industry. PHR or SPHR certification is preferred.

Primary responsibilities

• Delivers solutions in collaboration with business leaders (i.e., education around a critical topic, business process change) through multi‑vehicle communication plans.
• Prepares key business data analysis and makes recommendations to effectively communicate HR products, services and programs (benefits, compensation practices, orientation, and executive assimilation).
• Ensures goals/objectives are set, communicated and are consistent with the business strategy. Partners with clients to ensure the performance management process and progressive counseling process proactively address performance issues. Ensures effective application of the annual performance management program through evaluation, analysis, and feedback. Ensures promotion and reward decisions are closely correlated with operating performance of business unit.
• Manages employee relations issues to effective resolution, ensuring consistent application of the company’s vision, values and beliefs. Ensures career planning and personal development plans are completed and that managers are equipped to deliver development discussions including proactive follow‑up. Identifies organizational capability, strengths and gaps with partners to develop and implement plans to close competency issues with defined action items (staffing changes, development plans).
• Evaluates the effectiveness of career paths, job ladders and job/role descriptions to ensure validity and consistency of use among client groups. Communicates reward and retention philosophy of the organization and for the business units. Ensures promotion and reward decisions are closely correlated with operating performance of business unit.
• Ensures effective application of the annual performance management program through evaluation, analysis, and feedback. Conducts equity and utilization analysis of merit pay and other reward programs. Identifies compensation issues that are legitimately impacting their client groups and works with compensation and the manager to come to a resolution.
• Works closely with management in the implementation of company‑wide programs and initiatives such as organizational design and workforce planning.
• Maintains ownership of HR business partner processes. Develops and maintains standard operating procedures (SOPs) with internal controls.
• Assists management in providing effective leadership development through coaching.

Additional Responsibilities

• Ensures compliance with company policies and federal/state/local reporting requirements.
• Provides support for HR management.
• Assigns and oversees the tasks related to client needs to subordinate employees.

Knowledge, Skills & Abilities

• Advanced knowledge of HR/market trends and alternative approaches to HR practices (i.e., work/life policy, compensation, team facilitation, organizational development).
• Advanced analytical, oral and written communication skills.
• Strong critical thinking and problem solving skills, including the ability to perform root cause analysis.

Education

• Bachelor's degree in Business, HR or related field.
• PHR or SPHR certification preferred.

Experience

• Typically requires 8 years of HR experience that includes at least 5 years working as a HR Business Partner.
• Experience must include working in a related industry.

Equivalency

Depending on the area of assignment, directly related experience or a combination of directly related education and experience and/or competencies may be considered in place of the stated requirements. Example: If a job level requires a Bachelor’s degree plus 4 years of experience, an equivalency could include 8 years of experience, an Associate’s degree with 6 years of experience, or a Master’s degree with 2 years of experience.

Pay Scale

The estimated pay scale for the Human Resources Business Partner III role based in San Diego, CA is $110,416.00-$145,000.00 per year. Additionally, the position is eligible to participate in up to 8% of the company bonus pool. We offer a wide variety of benefits including, but not limited to: Medical, Dental, Vision, PTO, up to 5% 401(K) match and tuition reimbursement. Final compensation packages will ultimately depend on education, experience, skillset, knowledge, where the role is performed, internal equity and market data. We are committed to offering our employees opportunities for professional growth and career progression.

Occupational Demands

Work is performed in an office environment with exposure to electrical office equipment. Frequently sits for 6‑8 hours per day. Repetitive hand movement of both hands with the ability to make fast, simple, repeated movements of the fingers, hands, and wrists. Frequently walks. Occasionally bends and twists neck. Light to moderate lifting and carrying objects with a maximum lift of 30lbs. Frequently drives to site locations with occasional travel within the United States. Able to communicate information and ideas so others will understand; with the ability to listen to and understand information and ideas presented through spoken words and sentences. Interacts with others, relates sensitive information to diverse groups.

Grifols provides equal employment opportunities to applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability or any other characteristic or status protected by law. We will consider for employment all qualified Applicants, including those with Criminal Histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.