HR Business Partner II/III


NC-Clayton, UM

Contract Type:  Regular Full-Time
Area:  Human Resources
Req Id:  481525

Do you want to join an international team working to improve the future of healthcare? Do you want to improve the lives of millions of people? Grifols is a global healthcare company which, since its foundation in Barcelona in 1909, has been working to improve the health and well-being of people all over the world. Our four divisions - Bioscience, Diagnostic, Hospital and Bio Supplies - develop, produce and market innovative medicines, solutions and services in more than 100 countries and regions.

Grifols has been a leader in the healthcare industry since 1909 by creating innovative products and services based on the values of ethics, quality and responsibility. Grifols' activities focus on fulfilling the needs of its patients as well as healthcare professionals working in therapeutics, pharmacy, diagnostics and blood banking. For more than 100 years, Grifols has developed, manufactured and marketed product designed to improve human health. Grifols manufactures plasma derived biopharmaceutical products of proven efficacy, quality and safety. For more information, please visit our website: 


Position Overview: 

Position is responsible for comprehensive HR support to the North America Commercial Diagnostic and Hospital Divisions at Grifols.  This strategic client based support includes: support of key business goals and objectives, change initiatives at the business unit/departmental level, 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 while ensuring . 


Job responsibilities include but are not limited to the following: 


● 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 

● Analyzes information, develops alternatives, makes recommendations, and implements solutions to a variety of challenges 

● 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 

● Ensures compliance with company policies and federal/state/local reporting requirements.   


Skills/Qualifications/Education Requirements:(To perform this job successfully, an individual must be able to work independently and perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, education, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions)  


  • Bachelor's degree in Business, HR or related field.  PHR Certification preferred 
  • Typically requires 5 - 8 years of HR experience that includes at least 3 - 5 years working as a HR Business Partner; Related industry experience preferred 
  • HRBP experience in a commissions/incentive plan based commercial organization strongly preferred 
  • Excellent knowledge of HR/market trends and alternative approaches to HR practices (i.e., work/life policy, compensation, team facilitation, organizational development) 
  • Excellent analytical, oral and written communication skills 
  • Strong critical thinking and problem-solving skills, including the ability to perform root cause analysis 
  • 15-20% travel required under normal business conditions.  *Due to COVID, majority travel is currently suspended. 
  • 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. 
    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. 
    EEO Females/Minorities/Disability/Veterans 

Location: NORTH AMERICA : USA : NC-Clayton:USNC0002 - Clayton 


Learn more about Grifols