What if the work you did every day could impact the lives of people you know? Or all of humanity? At Illumina, we are expanding access to genomic technology to realize health equity for billions of people around the world. Our efforts enable life-changing discoveries that are transforming human health through the early detection and diagnosis of diseases and new treatment options for patients. Working at Illumina means being part of something bigger than yourself. Every person, in every role, has the opportunity to make a difference. Surrounded by extraordinary people, inspiring leaders, and world-changing projects, you will do more and become more than you ever thought possible.
We set the pace for innovation in genomics. We hire remarkable people to do the extraordinary; to push the boundaries of innovation bringing life-changing technology and products to our markets to advance human health. Our growth and our pace necessitate agility.
We are looking for a Director of HR to serve as the HR Business Partner (HRBP) primarily supporting 2-3 VPs across multiple functions. Our HR team is highly collaborative, creative, and passionate about the work we do to further our mission through our people practices. This position reports to the Global HR Leader for our Commercial function.
You will build business teams and foster an environment where all employees can contribute deeply to our mission to improve human health by unlocking the power of the Genome and where they can feel a sense of belonging and community.
Responsibilities: Deeply understands the business imperatives and translates this to a compelling people strategy including leadership development, talent acquisition and management, diversity and inclusion, coaching and performance management, organization design, team effectiveness and change management programs that deliver measurable business impact; actively drives the collaboration with leaders to deliver on these people strategies.Mines and manages key HR related data for insights that inform talent strategies and initiatives.Utilizes change management expertise to support the success of any initiatives.Facilitates organization and leadership development efforts, working with employees and managers to address root causes of human resources issues; may lead important learning and development initiatives including facilitation of online or in-person courses (with train-the-trainer support as needed).Models and reinforces our culture by ensuring that HR practices are aligned with organizational objectives and in a consistent and fair manner.Serves as a trusted advisor to business leaders; shows innovation and forward-thinking orientation to plan HR efforts, contribute to business growth, and solve challenges.Provides consultation on organization design, team effectiveness strategies and change management programs, and strategies to support growth; drives these programs where necessary.Ensures effective leadership teams and succession pipelines through development, hiring and coaching.Leads core HR programs for the business including talent reviews, succession planning, quarterly "performance enablement", quarterly employee sentiment surveys, and pay planning (merit and equity cycles). Provides consultation on employee engagement and retention designed to support the desired organizational culture.Provides advice and guidance on all aspects of performance management including leadership development, accelerated development, coaching and terminations when appropriate.Partners with our HR COEs (Talent Management, Talent Acquisition, People Support & Care, Total Rewards, HRIS and Employee Communications, Diversity and Inclusion) to develop and deliver effective HR support and programs to the business.Leads specific project work as determined by both business priority and HR initiatives to drive results.Implements professional development plans that advance skillsets with a view to future workforce needs.Works in collaboration across other functional or regional HRBP in the coordination and integration of initiatives.Requirements: BA/BS required; advanced degree in human resources related area (Organizational or Leadership Focus) or MBA strongly preferred. Typically requires 15 years of HR Business Partnering and other relevant HR experience. Experience in multiple HR disciplines highly preferred.Prior experience supporting revenue-generating functions strongly preferred; you must be able to draw on overall experience supporting employees in multiple countries and possess a strong business acumen.Experience with implementation of Diversity and Inclusion initiatives strongly preferred.Demonstrated ability to influence senior executives, understand and translate human capital strategies to positively impact the organization, including senior level experience in talent development, organizational design and scaling, team development and organization effectiveness practices.Candidate must possess excellent verbal/written communication skills, strong analytical and problem-solving skills, project management skills, and the technological curiosity to leverage standard business tools at the next level (PPT, Excel) as well as master new ones.Competencies: Proven ability to adapt to changing situations, high self-awareness, and cultural sensitivity.Ability to build long-term, trusting relationships with clients and with HR colleagues.Global mindset, and a deep understanding of the importance of building diverse and inclusive teams.Confidence to have a strong point of view and express it even if it proves unpopular and a strong EQ to guide the "how" of communication.Ability to articulate in business terms and connections to business results.Systems thinker - the ability to quickly process large amounts of information, connect and integrate data into new solutions or a better understanding of problems.Ability to breakdown and solve complex organizational needs with pragmatism and creativity.Adaptability, tenacity, resiliency, coupled with a positive orientation.Comfort with ambiguity, intellectual curiosity, and an orientation to learning.Ability to address issues and act without significant direction, have a good sense of when to escalate issues and gain other perspectives and alignment; strong capacity to lead across organizational boundaries and in situations without formal authority.
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