In PersonTravel to US sites and periodically to the UK, including occasional overnight and international travel.
People & HRHR Generalist & Employee Relations
About the job
Requirements
A bachelor's degree in human resources, business, or a related field is required.
At least 12 years of progressive human resources experience, including significant experience leading human resources functions and teams in dynamic environments.
Strong knowledge of United States employment law and human resources compliance.
Working knowledge of United Kingdom employment law or experience supporting United Kingdom teams.
Experience partnering with an executive leadership team.
Experience leading an organization through growth or transition.
Ability to operate at both strategic and tactical levels.
A strong track record of developing people.
Ability to travel to United States sites and periodically to the United Kingdom, including occasional overnight and international travel.
Responsibilities
Serve as a trusted advisor to the Executive Leadership Team, contributing to key strategic decisions.
Translate business strategy, growth plans, and regulatory requirements into scalable people strategies that reinforce Civia's values and behaviors.
Lead, develop, and coach the Human Strategy team across the United States and United Kingdom.
Lead human resources decision-making with empathy, integrity, and operational rigor.
Act as a visible leader across sites, reinforcing culture, values, and accountability.
Lead organizational change initiatives associated with growth, new site launches, technology implementations, and organizational transformation, ensuring effective communication, stakeholder engagement, and adoption across the workforce.
Design, develop, execute, measure, and improve human strategy disciplines that connect talent experiences, leadership capabilities, and values-based culture across the employee lifecycle.
Develop and oversee a competitive, equitable, and financially sustainable total rewards strategy aligned with organizational objectives and market competitiveness.
Lead evaluation and adoption of emerging technologies, including artificial intelligence-enabled solutions, to enhance workforce planning, talent management, employee experience, and operational efficiency.
Own the full employee lifecycle across the site network, including workforce planning, hiring, onboarding, development, performance, and exits.
Ensure consistent human resources practices across all sites while accounting for local regulatory requirements.
Build repeatable, audit-ready human resources processes and technology infrastructure suited to a regulated clinical environment.
Lead and oversee employee relations matters, investigations, and corrective actions.
Coach leaders on performance management, difficult conversations, and people decisions.
Own a continuous performance management framework aligned with clinical quality, participant experience, and business outcomes.
Ensure fair, consistent, and legally compliant application of policies.
Ensure compliance with employment laws across all operating geographies, including United States federal, state, and local requirements and United Kingdom employment law.
Partner with Legal, Compliance, and Site Operations to align human resources practices with Good Clinical Practice, Food and Drug Administration, Medicines and Healthcare products Regulatory Agency expectations, and site audits.
Lead human resources readiness for inspections, audits, and due diligence activities.
Maintain and evolve human resources policies and training programs.
Own talent acquisition strategy across the United States and United Kingdom to attract high-quality talent at the pace of business needs.
Build onboarding experiences that reinforce participant-first and quality-first expectations.
Champion a value-based culture across all sites and corporate teams.
Build an employer brand that resonates with current and potential employees, in partnership with Marketing and Communication.
Deploy engagement surveys, feedback mechanisms, and action planning with the Human Strategy team.
Lead leadership development, manager training, succession planning, and emerging talent programs.
Embed company values into performance reviews, recognition, company events, and daily operations.
Desired Qualifications
Experience in clinical research, healthcare delivery, life sciences, or clinical trial site networks.
Experience scaling human resources in a startup environment.
Human resources certification such as SPHR or SHRM-SCP.
Experience partnering with Compliance, Legal, and Clinical Operations teams.
A master's degree or equivalent.
SUMMARY
As the Vice President, Human Strategy you will be a hands-on leader responsible for scaling and operationalizing all core HR functions across the organization. Reporting to the CEO, you will set the human strategy that reinforces Civia's values and behaviors, and partner closely with the Executive Leadership Team and functional heads to attract, develop and retain exceptional talent while upholding the highest standards of compliance, participant focus and cultural integrity. You will balance strategic vision with operational excellence, building scalable people practices while remaining closely connected to the realities of multi-site clinical operations. In this role you will lead the Human Strategy team across the US and UK.
KEY RESPONSIBILITIES
Human Strategy & Leadership Partnership
Serve as a trusted advisor to the Executive Leadership Team contributing to key strategic decisions.
Translate business strategy, growth plans and regulatory requirements into scalable people strategies that reinforce Civia's values and behaviors.
Lead, develop and coach the Human Strategy team across the US and UK.
Lead HR decision-making with a balance of empathy, integrity and operational rigor.
Act as a visible leader across sites, reinforcing culture, values and accountability.
Lead organizational change initiatives associated with growth, new site launches, technology implementations, and organizational transformation efforts, ensuring effective communication, stakeholder engagement, and adoption across the workforce.
Human Strategy Programs & Total Rewards
Design, develop, execute, measure and improve human strategy disciplines that connect talent experiences, leadership capabilities and values-based culture across the employee lifecycle.
Develop and oversee a competitive, equitable and financially sustainable total rewards strategy aligned with organizational objectives and market competitiveness.
Lead the evaluation and adoption of emerging technologies, including AI-enabled solutions, to enhance workforce planning, talent management, employee experience and operational efficiency.
Employee Lifecycle & HR Operations
Own the full employee lifecycle across the site network: workforce planning, hiring, onboarding, development, performance and exits.
Ensure consistent HR practices across all sites while accounting for local regulatory requirements.
Build repeatable, audit-ready HR processes and technology infrastructure suited to a regulated clinical environment.
Employee Relations & Performance Management
Lead and oversee employee relations matters, investigations and corrective actions.
Coach leaders on performance management, difficult conversations and people decisions.
Own a continuous performance management framework aligned with clinical quality, participant experience and business outcomes.
Ensure fair, consistent and legally compliant application of policies.
Compliance, Risk & Regulatory Alignment
Ensure compliance with employment laws across all operating geographies, including US federal, state and local requirements and UK employment law.
Partner with Legal, Compliance and Site Operations to align HR practices with GCP, FDA, MHRA expectations and site audits.
Lead HR readiness for inspections, audits and due diligence activities.
Maintain and evolve HR policies and training programs.
Talent Acquisition & Workforce Planning
Own talent acquisition strategy across the US and UK to attract high-quality talent at the pace of business needs.
Build strong onboarding experiences that reinforce participant-first and quality-first expectations.
Culture, Engagement & Leadership Development
Champion a value-based culture across all sites and corporate teams.
Build an employer brand that resonates with current and potential employees, in partnership with Marketing & Communication.
Deploy engagement surveys, feedback mechanisms, and action planning with the Human Strategy team.
Lead leadership development, manager training, succession planning and emerging talent programs.
Embed company values into performance reviews, recognition, company events and daily operations.
REQUIRED EDUCATION & EXPERIENCE
Bachelor’s degree in human resources, Business or a related field.
12+ years of progressive HR experience, including significant experience leading HR functions and teams in dynamic environments.