Human Resources Business Partner - People & Culture presso IntegriChain

IntegriChain is the data and application backbone for market access departments of Life Sciences manufacturers. We deliver the data, the applications, and the business process infrastructure for patient access and therapy commercialization. More than 250 manufacturers rely on our ICyte Platform to orchestrate their commercial and government payer contracting, patient services, and distribution channels. ICyte is the first and only platform that unites the financial, operational, and commercial data sets required to support therapy access in the era of specialty and precision medicine. With ICyte, Life Sciences innovators can digitalize their market access operations, freeing up resources to focus on more data-driven decision support.  With ICyte, Life Sciences innovators are digitalizing labor-intensive processes – freeing up their best talent to identify and resolve coverage and availability hurdles and to manage pricing and forecasting complexity.

We are headquartered in Philadelphia, PA (USA), with offices in: Ambler, PA (USA); Pune, India; and Medellín, Colombia. For more information, visit www.integrichain.com, or follow us on Twitter @IntegriChain and LinkedIn.

Are you passionate about the intersection of people and business? Do you thrive in a dynamic and fast-paced environment? We are seeking a talented and motivated Human Resources Business Partner to join our team. As a Human Resources Business Partner, you will play a crucial role in supporting our organization's People & Culture needs and ensuring our employees are equipped with the tools they need to succeed.

As a Human Resources Business Partner (HRBP), you will serve as a strategic advisor and collaborative partner to business leaders and people managers, connecting business priorities with HR strategies to drive performance, build strong teams, and shape a high-impact employee experience. You will act as the bridge between the business and the broader HR function, stewarding core people programs, leading employee relations efforts, and coaching leaders to enable individual and team success.

This is a highly visible, hands-on, and forward-facing role that balances proactive planning with real-time support, helping the organization scale responsibly while fostering a culture of accountability, inclusion, and growth.

What this role entails: 

Strategic Business Partnership

• Build trusted relationships with business leaders and act as a thought partner on people-related strategy, including organizational design, team effectiveness, talent planning, performance management, and change leadership.
• Influence leadership thinking on how to best lead, structure, and engage their teams as the business evolves.
• Use data and insights to diagnose challenges, uncover opportunities, and inform decision-making that aligns people strategy with business goals.
• Connect leaders and people managers with the tools, training, and support processes that IntegriChain has to offer. 

HR Program Stewardship & Capability Building

• Lead the execution of key people programs and processes (e.g., performance reviews, talent calibration, engagement surveys, compensation cycles) in partnership with HR peers, ensuring relevance and impact for your client groups.
• Conduct one-on-one and group sessions with managers on performance, development, and other HR programs; co-design and deliver training events to build understanding and adoption of people practices.
• Act as a feedback loop between the business and HR to ensure programs meet evolving needs and are experienced consistently and effectively by employees and managers.
• Partner with HR functions to develop and implement HR strategies and initiatives aligned with the overall business strategy.

Manager Coaching & Performance Enablement

• Coach and advise managers on employee performance, feedback, accountability, and career development to build leadership capability and drive high-performing teams
• Support leaders in navigating change, setting clear expectations, and strengthening team engagement and effectiveness.
• Promote fair and constructive performance practices that help employees grow and contribute meaningfully.
• Use data to identify skill and capability gaps across teams or regions; recommend or deliver tailored training and development solutions to meet evolving business needs.

Employee Relations & Culture

• Manage and resolve employee relations issues with sound judgment, consistency, and care—handling sensitive matters including policy violations, performance concerns, interpersonal conflicts, and investigations.
• Partner with Legal and HR peers as needed to assess risk, ensure compliance, and recommend actions aligned with our values, policies, and a positive employee experience.
• Identify trends or patterns in employee relations issues and collaborate with leaders to address root causes through manager enablement, coaching, or systemic change.

Compensation, Benefits, and Total Rewards Alignment

• Partner with People & Culture colleagues and business leaders to align compensation, benefits, and recognition strategies with organizational goals and workforce needs as the company scales.
• Support cyclical performance and compensation processes, providing context, guidance, and calibration support to managers to ensure equity, consistency, and business alignment.
• Leverage internal and external market data to inform compensation decisions aligned with the company’s total rewards philosophy.
• Surface employee feedback and provide recommendations on benefits and leave programs that enhance engagement, competitiveness, and retention.
• Collaborate with HR leadership and the executive team on cultural and reward-related strategies that balance competitiveness, cost, and employee experience.

Data-Driven Decision Support

• Leverage people metrics (e.g., attrition, engagement, performance) to inform and influence strategic people decisions and proactive interventions.
• Surface actionable insights to HR and business leadership that lead to continuous improvement in the employee experience and organizational health.
• Utilize data and other observed trends to identify opportunities for continuous improvement across HR processes, programs, and systems.

Operational Compliance & Policy Stewardship

• Apply and model company values and HR policies in advising managers and employees; serve as a key resource for policy interpretation and compliance across the employee lifecycle.
• Ensure alignment with local, federal, and global employment laws; proactively manage risk by partnering with Legal and HR peers in matters such as reorganizations, performance management, and sensitive employee situations.
• Lead or support the development, localization, and regular review of HR policies and procedures to reflect legal changes, organizational needs, and cultural priorities.
• Promote consistent, compliance application of policies while adapting to local needs and cultural context.

HR Projects and Programs

• Lead the design and execution of HR initiatives (e.g., critical positions retention, mid-year performance checkpoint) based on business needs
• Contribute to the evolution of company-wide talent programs by collaborating cross-functionally on initiatives related to performance, engagement, and employee development, including developing or evolving existing policies, templates, tools, etc. 
• Collaborate with the Global TA team on staffing strategies, requisition planning, and internal mobility to ensure talent alignment with business priorities.
• Partner with stakeholders across HR disciplines (e.g., Talent Management, People Ops, Talent Acquisition) to co-create and deliver integrated solutions that enhance the employee experience.

What you’ll bring to the table: 

• 5+ years of progressive HR experience, with at least 2–4 years in an HRBP or generalist capacity supporting senior leaders or client groups.
• Strong business acumen with the ability to translate business needs into people strategies and initiatives.
• Demonstrated experience handling employee relations issues and guiding leaders through performance, team dynamics, and policy interpretation.
• Proven ability to coach leaders at all levels and influence outcomes through strong relationships and data-informed recommendations.
• Comfort operating in a dynamic, growing, and change-oriented environment; ability to navigate ambiguity with resilience and maturity.
• Strong working knowledge of employment law, HR policies, and best practices.
• Exceptional interpersonal, communication, and organizational skills.
• Proficient in HRIS systems and other HR tools

Preferred Qualifications: 

• HRBP experience in the technology or pharmaceutical industries
• Experience in the development of compensation plans, including variable compensation plans
• Experience in a fast-paced, high-growth, or matrixed organization.
• Passion for furthering DEI Initiatives 
• Working within a global HR team
• Bachelor’s degree in Human Resources, Business, or a related field; HR certification (PHR, SHRM-CP, etc.) a plus.

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What does IntegriChain have to offer?

Mission driven: Work with the purpose of helping to improve patients' lives! 

• Excellent and affordable medical benefits + non-medical perks including Student Loan Reimbursement, Flexible Paid Time Off and Paid Parental Leave
• 401(k) Plan with a Company Match to prepare for your future
• Robust Learning & Development opportunities including over 700+ development courses free to all employees

IntegriChain is committed to equal treatment and opportunity in all aspects of recruitment, selection, and employment without regard to race, color, religion, national origin, ethnicity, age, sex, marital status, physical or mental disability, gender identity, sexual orientation, veteran or military status, or any other category protected under the law. IntegriChain is an equal opportunity employer; committed to creating a community of inclusion, and an environment free from discrimination, harassment, and retaliation.

Our policy on visa sponsorship for US based positions: Applicants for employment in the US must have valid work authorization that does not now and/or will not in the future require sponsorship of a visa for employment authorization in the US by IntegriChain.