Senior Manager, HR Business Partner

OUR WORK MATTERS
Kindeva is a leading global Contract Development and Manufacturing Organization (CDMO) specializing in Autoinjector, Inhalation, and Transdermal/Intradermal Patch technologies. We partner with our customers to improve patient outcomes around the world. Together, as One Team, we will manufacture many more tomorrows.
ROLE SUMMARY
This is a great opportunity as a Senior Strategic Human Resources Business Partner (Sr. HRBP) to support one of our St. Louis manufacturing facilities. This role serves as a key member of the site leadership team and a trusted advisor to business leaders, driving people strategies that enable operational excellence, organizational effectiveness, and business growth.
The Sr. HRBP partners closely with leaders, employees, union representatives, and our Centers of Excellence (COEs) to align talent, culture, organizational capabilities, and workforce planning with business objectives. This position provides strategic leadership and expertise across employee and labor relations, workforce planning, leadership development, succession planning, change management, business transformation, talent optimization, compensation, employee engagement, and organizational design.
As a strategic partner, the Sr. HRBP will translate business priorities into actionable people strategies, build leadership capability, and champion organizational change in support of Kindeva's KIND Values: Kinetic, Innovation, Now, and Delivery.


RESPONSIBILITIES
• Serve as a strategic advisor to site leadership, providing guidance on organizational effectiveness, workforce planning, talent strategy, and business transformation initiatives.
• Partner with leaders to develop and execute people strategies that drive business performance, operational excellence, and long-term organizational capability.
• Utilize workforce analytics, business metrics, and talent insights to identify trends, assess risks, and provide proactive recommendations to leadership.
• Lead organizational design, succession planning, talent reviews, and leadership development initiatives to build leadership bench strength and critical talent pipelines.
• Drive employee engagement, retention, culture, and change management strategies that support organizational objectives.
• Act as the lead HR partner for employee and labor relations matters, including investigations, grievance management, contract interpretation, and union partnership strategies.
• Coach and develop leaders on performance management, leadership effectiveness, team dynamics, conflict resolution, and organizational change.
• Partner with COEs to implement enterprise-wide initiatives related to talent acquisition, compensation, total rewards, and HRIS.
• Ensure compliance with federal, state, and local employment laws, company policies, and collective bargaining agreements.
• Champion continuous improvement efforts that enhance HR processes, employee experience, organizational effectiveness, and site performance.


BASIC REQUIREMENTS
• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• 7+ years of progressive HR experience, including strategic HR business partnership experience supporting manufacturing, operations, or other complex business environments.
• Demonstrated success influencing senior leaders and driving strategic workforce and organizational initiatives.
• Strong experience in labor relations, employee relations, organizational development, succession planning, talent management, and change leadership.
• Proven ability to translate business strategies into effective people strategies and measurable business outcomes.
• Experience supporting a unionized workforce and interpreting collective bargaining agreements.
• Strong analytical capabilities with experience leveraging workforce metrics and business data to inform decision-making.
• Excellent executive presence, communication, consulting, and relationship-building skills.
• Human Resources experience in manufacturing, pharmaceutical, life sciences, or other highly regulated industries preferred.
• SHRM-SCP or SPHR certification preferred.
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