POSITION TITLE: Senior Manager, Human Resources

Reports to: Senior Director, Human Resources

Location: Plymouth Meeting, PA (Hybrid)

Company Overview:

Braeburn is dedicated to delivering solutions for people living with the serious consequences of opioid use disorder. At Braeburn, we challenge the status quo and champion transformation of the management of opioid use disorder (OUD) by partnering with the community to create a world where every person with OUD gets the best possible care and opportunity to reach their full potential. Our shared commitment to innovation on behalf of patients enables us to help people with OUD begin and sustain recovery.

At Braeburn, there are opportunities to contribute to our purpose every day. We value authenticity and strive to amplify all voices. Our culture empowers everyone to be successful and unleashes our full potential. 

Position Summary:

The Senior Manager of Human Resources will support all aspects of employee lifecycle and Human Resources (HR) operations, including business partnering, execute on people strategies, and drive process improvements where applicable. This individual will work closely with the Finance team. This position requires an extremely detail oriented person with significant knowledge of payroll and compensation administration.

The individual in this role must be able to prioritize projects and pivot according to business needs and/or broader initiatives that align with the company’s purpose, culture, and core values.

Specific Duties:

Payroll and Compensation Administration

  • Manage the Professional Employment Organization (PEO) in matters such semi-monthly payroll submission and review, benefits enrollment and analysis, and ad-hoc reporting.
  • Responsible for certain aspects of the employment change process, including reviewing documents for accuracy and completeness, making changes in the HRIS and communicating changes with Finance.
  • Maintain accurate and confidential records for all employment related matters in an organized and consistent way.
  • Develop and maintain a comprehensive understanding of the company's compensation plan and participate in annual planning activities, including benchmarking, compensations statements, field sales incentive compensation, etc.
  • Work with Finance ensuring accuracy of payroll invoicing, journal entries and reconciliation.
  • Support payroll and benefits projects related to process changes and system enhancements.
  • Support annual benefits open enrollment process and total rewards enhancements.
  • Liaise with third-party vendors and manage contract and price negotiations as needed.

HR Operations

  • Identify ways to enhance operational efficiency with use of systems/ technology.
  • Assist in the development and/or review of HR policies, procedures, best practices, and facilitation of workshops.
  • Become in-house expert of HR related systems from user and account owner perspectives.
  • Act with client mindset, handling employees’ inquiries in a timely manner providing appropriate guidance as applicable.
  • Assist the Senior Director of HR in employee, organization, and workforce matters (e.g., headcount planning, exit interviews, investigations, etc.) as necessary.

Skills:

  • Operate with integrity, discretion, professional maturity and high ethical standards paramount to handling confidential and sensitive information.
  • Excellent organization, communication, and consultation skills.
  • Excellent analytical and proactive problem-solving skills with exceptional attention to detail.
  • Self-motivated and highly collaborative but can work independently as well.
  • Ability to handle multiple priorities simultaneously while generating quality output.
  • Demonstrate learning agility, business, and technology acumen.

Education/ Experience:

  • Bachelor’s degree in Human Resources, Finance or Accounting preferred. Ideal candidate will be someone that wants to transition/ has transitioned from Finance to HR.
  • 5+ years of relevant experience with at least 3+ in payroll/ compensation/ finance/ financial analysis experience required.
  • SHRM-CP/ SCP or relevant professional certification preferred.
  • Life Sciences industry experience preferred.
  • Technical/ working knowledge in payroll and compensation, performance management, employee relations and technology management.
  • Proficiency with Microsoft Office products in particular Excel and Word, Smartsheet, and relevant HR related third-party systems and applications.
  • Experience with Mail Merge and/or Power Automate/ Slicer a plus.
  • Ability to be in the HQ office 2 to 3 days per week.

 

Braeburn is committed to ensuring equal employment opportunity for all qualified applicants regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, military/veteran status, age, disability, or any other category/characteristic protected by law (collectively, "Protected Categories"). In fact, we encourage all underrepresented backgrounds to apply for any open job positions with the company.

Apply for this Job

* Required
resume chosen  
(File types: pdf, doc, docx, txt, rtf)
cover_letter chosen  
(File types: pdf, doc, docx, txt, rtf)
When autocomplete results are available use up and down arrows to review
+ Add another education


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 Braeburn ’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.


Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, 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?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury

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.


Our system has flagged this application as potentially being associated with bot traffic. Please turn off any VPNs, clear your browser cache and cookies, or try submitting your application in a different browser. If this issue persists, please reach out to our support team via our help center.
Please complete the reCAPTCHA above.