AGC Biologics is a leading global Contract Development and Manufacturing Organization, with a deep commitment to improving life quality by bringing new biopharmaceuticals to market. Because of our dedication to building and empowering our internal teams, AGC Biologics is an innovative leader in the industry with an extensive network of cGMP facilities in the US, Europe and Asia. As such, we deliver a deep expertise, dynamic solutions and technologies, as well as customized services for the scale-up and cGMP manufacturing of protein-based therapeutics and cell and gene therapies. We forge exceptionally strong partnerships with our clients, and we never lose sight of our pledge to deliver a reliable and compliant drug substance supply, Right, On time. For more information, visit www.agcbio.com.

SUMMARY:

AGC Biologics is poised for significant growth in revenue generation and overall profitability through major capacity and productivity expansion, technology development, system and process improvements, and people development. To help support this rapid growth, we want to attract and hire the best talent from anywhere in the world.

In this new role, reporting to the Vice President of Global HR Center of Excellence, Sr. HR Program Manager, Global HR Operations and Mobility will provide critical input into, and play an instrumental role in implementing and continually improving a global mobility/relocation strategy that meets current and future international recruiting needs for all U.S.-sites. They will partner closely with regional and global teams, including HR, Recruiting, and other business managers to identify and define mobility needs, deploy new policy, and drive continuous process improvement. This includes strategy and ongoing project management of international sourcing, visa navigation, business and individual tax regulations and procedures, onboarding, and ongoing cultural acclimation and education.

This role also focuses on HR operations at global levels including reliable workforce data with workforce reporting and analytics, HR compliance and risk management, and build capabilities for HR through operational excellence.

PRINCIPAL RESPONSIBILITIES:

In addition to the responsibilities listed above, this person will:

  • Identify and manage strategic global partnerships with universities, industry networking groups, biotech/life science organizations, and others to source qualified talent individually or in cohorts.
  • Work closely with government agencies to obtain visas and other necessary documentation to successfully relocate individuals/cohorts to the U.S. with support from internal HR and Legal.
  • Provide initial strategy and guidance to supporting stakeholders in the design and implementation of our global mobility/relocation program, including policies, standards, and processes across our Global HR team to deliver a thoughtful and quality candidate experience.
  • Scale and influence cross-functional relationships across recruiting, HRBPs, Talent Acquisition and other teams to assess the relocation program against business needs and market trends to ensure teams and program are scaled to support our growth.
  • Provide ongoing, timely, and reliable program guidance and training to recruiters, HRBPs, Talent Acquisition, and other key internal stakeholders, escalating as necessary to Global HR Leadership Team.
  • Create exceptional people and partner experiences at scale by driving ongoing operational efficiencies, enhancing policies and processes, and evolving the program through internal and external feedback and data analysis.
  • Develop strategies to identify and mitigate risk and provide timely solutions, including overseeing management of regional requests and developing appropriate escalation ladders.
  • Provide regular communications to update and motivate the HR organization in its continued transformation in support of a positive, successful, and engaged company culture.
  • Ability to travel globally as needed. Currently estimated between 0-10% of the time.

KNOWLEDGE, SKILLS & ABILITIES

  • 8-10 years of experience in global mobility/people operations with specific working knowledge of cross jurisdiction immigration policies and procedures, and HR project/program management.
  • International / expatriate experience is a plus
  • Professional HR experience in both HR core operations and HR Center of Excellence
  • Demonstrated ability to influence at all levels and lead transformational practices across the program and articulate global mobility/relocation progress to leadership and stakeholders.
  • Vendor management skills with a focus on accountability and building/nurturing relationships.
  • Results Orientation: Knows how to get things done in an effective and efficient manner with available resources. Plans and prioritizes work, sets and accomplishes goals, and completes quality work on schedule. Maintains a sense of urgency in accomplishing work and strives to continually improve company and individual performance.
  • Decision Making: Makes timely and sound decisions based on a combination of analysis, experience, and judgment. Consults others, as appropriate, and understands and takes into consideration how decisions impact others. Ability to handle challenges under pressure, with thoughtful people management and mentorship skills/ability.
  • Focus on Team Work: Develops and maintains adequate satisfaction levels with internal and external audiences, including candidates, partners, and government agencies. Demonstrates a bias toward action, quality, and collaboration. Builds constructive and effective working relationships, and is committed to the success of all candidates and stakeholders.
  • Experience in a fast-paced, ambiguous, deadline-oriented work environment, dealing with ambiguity, navigating through uncertain situations, and quickly adapting to change.

EDUCATION

Bachelor's degree in human resources, international studies or related area; MBA and/or a graduate degree in a related discipline is highly desired. Global mobility or related credential(s) e.g., GMS, CPA, CRP, GPHR

COMPENSATION RANGE:

$120-$155K base salary


AGC Biologics offers a highly competitive compensation package and a friendly, collaborative culture that values personal initiative and professional achievement. AGC Biologics is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances.

LI-LH1

Apply for this Job

* Required
  
  


Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in AGC Biologics ’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.