ACROBiosystems is a worldwide leader in developing and manufacturing recombinant proteins and critical reagents/assays to support drug development and clinical applications from target discovery and validation, candidate drug screening and optimization, CMC development, preclinical and clinical studies, commercial production, and companion diagnostics. We are committed to excellence in providing quality products and services and accelerating the process of therapeutic development.
Our mission is to accelerate the process of target therapeutic drug development. We aim to be a cornerstone of life science and healthcare companies. We value the fast growth in a global market over a challenging time by excelling through quality, performance, and innovation, empowering our employees with trust, value, and respect, embracing diversity, and encouraging cross-functional collaboration and continuous learning.

JOB SUMMARY

The Human Resource Generalist/HR Analyst will support company goals by interpreting, explaining, and recommending personnel laws, rules, policies, and procedures. This role ensures best HR practices in Performance Management, Employee Relations, Recruitment, Compensation, and Labor Laws. The specialist will investigate, analyze, and document complex employee-related concerns and grievances. They will establish HR metrics, reporting, and procedures to capture trends and prepare for organizational changes. Additionally, the specialist will forecast personnel needs and create training materials in collaboration with the Training and Development division. They will act as a trainer for courses related to HR Management and Leadership. The specialist will contribute to a positive work environment by engaging with staff and supervisors and working with communications to develop engagement opportunities. They will also collaborate with the HR project coordinator to implement HR initiatives and operational programs. The ideal candidate should be highly organized, detail-oriented, personable, and approachable, with the ability to maintain confidentiality.

MINIMUM QUALIFICATIONS – EDUCATION AND EXPERIENCE

• Bachelor’s degree in Human Resources, Management, Business, or related field.
• At least 3 years of HR Generalist experience, with a focus on HR analytics, performance management, and training and development.

PREFERRED QUALIFICATIONS – EDUCATION AND EXPERIENCE

• SPHR/PHR or other HR certification preferred.
• Experience with HR data analysis and reporting.
• Proven track record in developing and implementing performance management systems.
• Experience in designing and delivering training programs.

KNOWLEDGE, SKILLS, AND ABILITIES

• Ability to act with integrity, professionalism, and confidentiality.
• Exceptional verbal and written communication skills and ethical mindset.
• Excellent interpersonal, negotiation, and conflict-resolution skills.
• Outstanding relationship-building and employee coaching skills.
• Ability to architect strategy along with leadership skills.
• Extensive knowledge of HR policies and employment-related laws and regulations.
• Excellent organizational skills, people-oriented, and results-driven.
• Strong analytical and problem-solving skills.
• Proficiency in HRIS and data analysis tools.

Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions.

• Develop performance management metrics, analyze performance data, provide feedback, identify gaps, and recommend process improvements.
• Interpret, explain, and make recommendations related to personnel laws, rules, policies, and procedures.
• Ensure the best HR practices and consistent implementation related to Employee Relations, Recruitment, Employee Leave, Compensation, Performance Management, and Labor Laws.
• Investigate, analyze, and prepare written documentation related to complex employee-related concerns, grievances, and other personnel management issues to ensure fair and consistent resolution.
• Establish HR metrics, reporting, and procedures to capture trends and prepare for organizational changes that may impact the workforce.
• Work with management to forecast personnel needs, including the skills and abilities that will be needed for future operations.
• In collaboration with leaders, create training material/courses to elevate the skills of existing staff and management.
• Act as a trainer, as needed, to teach courses related to Human Resources Management, Leadership, and other professional development skills to grow the staff.
• Contribute to a positive work environment by engaging with staff and supervisors frequently, acting as a business partner with management, and working with communications in developing engagement opportunities.
• Work collaboratively with the HR project coordinator to develop and implement HR initiatives or other operational programs related to the Assessor’s Office goals and strategic priorities.
• Other tasks as required.