HR Business Partner (HRBP)

Medison Israel (IL) is part of Medison, a global pharma company providing access to highly innovative therapies to patients in international markets. Medison IL commercializes highly innovative therapies across the country, helping to save and improve the lives of patients suffering from the most challenging diseases.
Medison IL has deep expertise in local regulatory and market access know-how with uncompromising compliance excellence. It offers an affiliate-like partnership and tailored-solutions for country-specific and regional commercialization, enabling emerging biotech companies to navigate local complexities and to expand their reach to patients in Israel.
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in Medison Israel. The HRBP serves as a people champion, but also a change agent and a strategic partner and trusted advisor for the business. Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results. The HRBP maintains an effective level of business literacy about Medison IL, its midrange plans, culture and competition.
The HR Business Partner reports to the Associate Director, HR Business Partner, Israel and has no direct supervisory responsibilities.
This is a hybrid position based in our Petah Tikva office, with an expectation to work on-site 3-4 days per week and remotely on the remaining days.

Requirements:

Required Education and Experience

BA in HR, Business administration or other relevant discipline, paired with 5-10 years of experience of human resources experience, preferably in a biotech/pharma industry.
Proven working knowledge of multiple human resource disciplines, including compensation practices, organizational development, employee relations, diversity, performance management.
Familiar with employment laws in Israel.
Proven ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.

Required Qualifications

Fluent written and verbal language skills in Hebrew and English.
Excellent verbal and written communication skills.
Excellent interpersonal and internal customer service skills.
Proactive and results-driven mindset.
Ability to work in a dynamic corporate culture with high degree of independence.
Self-starter with excellent time management, multi-tasking and organizational skills.
Strong work ethic and sense of integrity, trustworthiness and ability to maintain a high level of confidentiality.
Strong IT skills.

Responsibilities:

1. Business Partnership

Partner with business leaders to translate business strategy into people priorities and organizational capabilities.
Act as a trusted advisor and coach to leaders and managers.
Proactively identify people-related opportunities and risks and provide actionable solutions.

2. Employee Lifecycle & Experience

Partner with the business across the full employee lifecycle, from recruitment and onboarding through development, performance, career progression, retention and offboarding.
Ensure a consistent and engaging employee experience across key moments that matter throughout the employee journey.
Partner with Talent Acquisition and hiring managers to ensure effective recruitment, selection and onboarding of talent.
Support managers and employees throughout the employee lifecycle, providing guidance on career development, performance, mobility, engagement and retention.
Identify opportunities to improve employee experience and address pain points using employee feedback and people data.
Lead and support effective offboarding and exit processes, leveraging insights to identify retention and organizational improvement opportunities.

3. Talent & Leadership

Lead talent reviews, succession planning, critical talent identification and leadership pipeline development.
Partner with leaders on performance, career development, internal mobility and retention of key talent.
Build manager and leadership effectiveness.

4. Workforce & Organization

Lead strategic workforce planning, identifying current and future workforce, skills and capability needs.
Partner on organization design, restructuring and organizational effectiveness initiatives.
Identify critical roles, talent risks and capability gaps and develop mitigation plans.

5. Employee Experience, Culture & Engagement

Drive initiatives that strengthen employee engagement, experience, culture and retention.
Use employee listening and people insights to identify opportunities for improvement.
Support leaders in building a high-performing and inclusive culture.

6. Change & Transformation

Lead and support organizational change initiatives, ensuring leadership alignment, effective communication and employee adoption.
Partner with leaders on the people implications of business, digital and AI-driven transformation.

7. HR Expertise & People Analytics

Provide expert guidance on employee relations, performance management, HR policies and employment practices.
Leverage people analytics and workforce data to inform business and talent decisions.
Partner with HR COEs and the HR Director to implement global and local HR strategies and programs.

City:

Petah Tikva