INCOG BioPharma Services Careers

Description

Job Description: Human Resources Manager

Position Summary

INCOG BioPharma Services, Inc. is seeking a dedicated and experienced Human Resources Manager to join our team as the primary off-shift HR partner at our Fishers, Indiana facility. This role will support a dynamic, Good Manufacturing Practices (“GMP”) regulated Contract Development and Manufacturing Organization (“CDMO”) and partner closely with internal stakeholders to provide the strategic HR guidance that is critical to company performance.

This role is essential in maintaining operational continuity, mitigating compliance risk, and supporting frontline leaders during nights and weekends. In the first 90 days, you'll establish yourself as a trusted HR authority on off-shift operations—reducing escalation lag, closing open employee relations items, and building the cross-shift communication that keeps the day and night teams aligned. Success in this role requires the ability to distinguish between issues that can be resolved independently and those requiring executive HR consultation, ensuring operational continuity during off-shift hours.

This is an off-shift position with a schedule of Tuesday through Saturday, 4:30 p.m. EST to 12:30 a.m. EST. Candidates are required to be on-site during shift.

Key Responsibilities

• Strategic HR Partner: Serve as a strategic business partner to Operations and Quality leadership by providing guidance on organizational development, workforce planning, and employee relations trends impacting off-shift operations.
• On-Site HR Lead for Assigned Shifts: Serve as the primary, on-site HR resource for assigned shifts—driving performance as the go-to authority for employee needs, employee relations, and conflict resolution.
• Employee Relations, Investigations & Leave Administration: Lead workplace investigations into policy violations and interpersonal conflicts; provide guidance on progressive discipline, corrective actions, and documentation standards in accordance with company policy; and manage administrative aspects of employee leave programs, including case intake, documentation review, employee communications, and coordination with leave administrators to ensure timely and compliant processing.
• Performance Improvement Plans: Guide managers through the full PIP process, including identifying when a performance conversation warrants formal action, drafting and documenting PIPs, and coaching managers through delivery and execution.
• HR Compliance & Regulatory Risk Management: Ensure adherence to applicable labor laws, FDA regulations, and GMP requirements through periodic compliance audits and audit-ready documentation practices.
• HR Policy Development & Administration: Develop, maintain, and communicate HR policies and procedures in alignment with regulatory requirements and internal governance expectations.
• Compensation & Benefit Support: Support compensation decisions and serve as primary liaison for benefits-related questions and issues during assigned shifts.
• Payroll System Administration and Training: Have a working knowledge of payroll systems and deliver training as needed to shift supervisors and employees.
• HR Analytics & Reporting: Analyze workforce metrics including turnover, attendance, training compliance, and ER trends to translate findings into actionable recommendations for leadership.
• Cross-Shift Communication & Handoffs: Prepare structured HR handoff reports to ensure continuity between off-shift and day-shift HR teams, including open investigations, pending actions, and risk items.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field required; HR certification (PHR, SHRM-CP, or equivalent) preferred.
• 5+ years handling complex ER cases independently, including investigations and documentation under regulatory scrutiny.
• Demonstrated ability to advise and influence managers and functional leaders, including delivering and defending recommendations that may be unpopular or contrary to what a leader prefers.
• Ability to operate independently, managing multiple priorities and exercising sound judgment in fast-paced, high-risk, or time-sensitive situations within a regulated, shift-based environment.
• Confidence using workforce data to identify trends and present data-driven recommendations.
• Extensive knowledge of employment law, HR best practices, and compliance requirements (GMP experience strongly preferred).
• Proficiency with HRIS systems, payroll platforms, and HR analytics tools.
• Excellent interpersonal, communication, and coaching skills.
• High degree of professionalism, confidentiality, and integrity.
• Experience with PEOs and co-employment models (preferred).