Director, HRBP

Strategic Business Partnership

• Serve as the primary strategic HR advisor to senior business leaders, providing thought leadership on organizational effectiveness, talent strategy, workforce planning, and business transformation.
• Partner directly with Commercial leadership to develop and execute people strategies that support growth objectives, launch readiness, and long-term business priorities.
• Anticipate organizational and talent implications of business decisions and proactively recommend solutions.
• Influence business strategy through insights related to organization design, leadership capability, succession planning, and workforce trends.
• Represent Human Resources as a strategic partner in leadership team discussions and business planning processes.
• Owns the integrated people strategy for the assigned North America Commercial portfolio and is accountable for alignment with the applicable business leadership team.
• Acts as the accountable HR lead for organizational readiness associated with major commercial launches and portfolio expansion.
• Develops and recommends multi-year workforce scenarios, including organizational structure, capability requirements, talent risks, and hiring priorities.
• Leads organizational decisions spanning multiple Commercial functions or therapeutic areas where the impact extends beyond a single client group.
• Independently advises senior leaders on high-impact organizational and talent decisions and escalates material enterprise risks to the Senior Director.
• Establishes success measures for workforce, succession, leadership capability, and organizational-health interventions and monitors outcomes.

Organizational Development & Workforce Planning

• Lead workforce planning activities supporting significant organizational growth and talent acquisition requirements associated with portfolio expansion across all therapeutic areas.
• Develop multi-year talent strategies in partnership with Global Talent to ensure organizational capability aligns with current and future business objectives.
• Lead organizational design initiatives including structure optimization, role design, operating model effectiveness, and organizational scaling.
• Partner with executive leaders to assess talent and talent needs, organizational risks, and succession pipelines.

Talent, Leadership & Culture

• Lead talent review, succession planning, and leadership assessment processes across assigned client groups.
• Partner across North America Commercial HR and Global Talent to ensure robust cross-functional visibility and calibration.
• Coach and influence senior leaders on organizational leadership, talent decisions, performance management, employee engagement, and change leadership.
• Drive leadership capability building and development planning for critical talent populations.
• Champion an inclusive, high-performing culture that supports people, patients, innovation, and accountability.
• Partner with leaders to identify and address organizational health, engagement, and retention risks.

Commercial Growth & Launch Readiness

• Serve as the HR lead supporting organizational readiness for major commercial launches, including workforce planning, capability assessment, organizational design, and leadership preparedness.
• Partner with Commercial leadership to build scalable organizational structures capable of supporting rapid business growth.
• Collaborate with Talent Acquisition to develop hiring strategies supporting accelerated headcount growth across the Neuroscience business.
• Ensure commercial organizations have the talent, leadership, and capabilities required to successfully execute launch objectives.

HR Leadership

• Provide leadership across the North America HR organization, influencing enterprise-wide people initiatives and best practices.
• Build strong partnerships with Centers of Excellence to deliver integrated talent, compensation, learning, and organizational effectiveness solutions.
• Lead cross-functional HR projects and enterprise initiatives impacting multiple business units.
• Mentor and develop HR colleagues while contributing to overall HR team effectiveness.

Education and Experience

• Bachelor's degree required; advanced degree preferred.
• 12+ years of progressive Human Resources experience, including significant HR Business Partner leadership experience.
• Minimum 5+ years supporting commercial organizations within biotechnology, pharmaceutical, or life sciences environments.
• Demonstrated experience advising senior leaders and leadership teams in a strategic HRBP capacity.
• Proven success supporting commercial launches, organizational growth, business transformation, or significant workforce expansion.
• Deep expertise in organization design, workforce planning, succession planning, leadership coaching, and change management.
• Experience operating within complex global matrix organizations.
• Experience supporting commercial organizations, including sales, marketing, market access, field operations, and launch teams strongly preferred.