Human Resources Business Partner Senior Director, Commercial

Job Description

We’re seeking a strategic and hands-on HR Business Partner Senior Director to support our growing commercial organization during an exciting period of expansion and innovation. This role will serve as the HR leader for 1-2 Disease Area U.S. Business Units (BUs) and work in partnership with the BU Vice President and their leadership teams. This new role will support teams during a period of growth, new product launches, and the continued evolution of legacy brands. The HRBP will drive talent strategies that enable business success, foster a high-performance culture, and support organizational agility in a fast-paced environment. This individual will report on the Lead HR Business Partner for the Commercial US organizations and will sit on the respective Business Unit leadership teams.

In addition to driving talent management and helping architect and manage organizational design and change, the Senior Director will ensure the delivery of HR programs and services including talent/career development, leader/manager coaching and consultation, talent acquisition of key positions, compensation processes, performance management and employee relations. This role may have financial accountabilities and human resources responsibilities for assigned staff. In collaboration with the associated leadership team/s, the HRBP will be responsible for identifying, developing and executing strategic and operational solutions, programs and initiatives. This HR Business Partner consults and guides leaders regarding market conditions, talent development, assessments and workforce planning, performance management, organizational effectiveness, and policies & programs.

This modern thinking, intelligent and strategic leader should be comfortable in a complex fast-paced environment where collaboration and agility are embraced. This is a hands-on role for an innovative, business focused, thought-leader capable of building trust and earning credibility at all levels within the organization. This leader will bring a combination of forward-thinking capability with a roll up their sleeve’s mentality.

This HR Business Partner will possess a high business acumen and a deep understanding of the industry.

Key Responsibilities:

• Provides strategic HR leadership and expert guidance to assigned commercial client groups, along with consultation and delivery of HR programs and services to achieve key commercial objectives

• In deep partnership with the Lead HR Business Partner for Commercial US, work collaboratively with the other Business Unit HRBPs as to enable holistic strategics for business execution across the core commercial team, including Marketing, Sales for assigned BUs and identifying cross-functional needs in service of assigned BUs such as Field Operations, Access, Patient Services, etc.

• Leverages complex data and people analytics to provide critical insights into business and talent trends that inform the overall commercial and HR priorities. Provides insights in a simple, creative, and relevant way that challenges current thinking, informs business decisions, and shows how decisions impact business outcomes. Builds consensus and alignment around a topic and persuades others to act

• Proactively defines, builds and implements value-added HR strategies and solutions

• Advises senior commercial leaders in solving complex issues related to organization design, development, and change leadership

• Establishes strategies and tactics to enable the business to attract, develop, and retain high-quality talent at all levels to support the growth objectives, opportunities, and strategies of the business

• Leads the strategic workforce planning efforts to ensure the people and talent strategy is in alignment with the organization's long range strategic plan (identification of long-term capability needs, talent acquisition and succession planning)

• Builds deep and impactful partnerships with the HR specialist functions such as Total Rewards, Talent Acquisition, People Experience, Talent Management and Strategic Analytics to provide HR solutions to key business needs and to roll out corporate-wide programs that enhance the overall employee experience and support growth and success of overall business strategy

• Works with commercial leaders to implement and manage key HR processes, such as the year-end performance management process (performance assessment, calibration, and compensation planning)

• Partner with Talent Acquisition (TA) to ensure TA strategy is in place to deliver on key capability and workforce builds, with a specific focus on diverse talent, critical and board-approved hires

• Provide perspective, guidance and coaching to organizational leaders regarding business challenges and opportunities, enhancing leadership capabilities, engagement & retention, increasing effectiveness, and optimizing organizational performance.

• Utilize data analytics and metrics to identify trends and market conditions to define, build and implement value-added HR strategies and solutions.

• Ensure organizational effectiveness through proper alignment of people, processes, structure, and culture with business strategies.

• Counsel and coach managers regarding performance management and effective leadership coaching. Works in partnership with Director of Employee Relations to address gaps in performance and effective management of issues and concerns.

• Serve as a role model and key shaper of a culture of innovation, curiosity, experimentation, challenging the status quo.

• Lead Strategic Workforce Planning that includes identifying people and organizational implications of the business strategy, identifying key talent and driving accelerated development and succession plans.

• Drive and support an open and inclusive culture that embraces individual difference.

• Partner with HR organization to plan, develop and implement initiatives and programs in talent acquisition, leadership & employee development, compensation, benefits, HRIS, training and development to ensure client’s needs are understood and met by corporate- wide programs.

• Bachelor’s degree in a relevant field.

• A minimum of 12 years of HRBP experience, or the equivalent combination of education and experience, within a life sciences, biotech or pharmaceutical environment.

• Proven experience as an HRBP in a Commercial or customer-facing organization, in biotech/pharma. Ideally experience in launching new medicines in the US market.

• Expert-level experience developing strategic workforce plans, including capability development      

• Highly experienced in talent management, succession planning, and career growth and development

• Strong experience managing and/or leading culture and change management or organizational effectiveness initiatives      

• Expert experience developing and implementing global HR strategies with broad, corporate-wide impact.

• Deep knowledge and experience bringing forward-thinking modern HR strategies and practices to an organization.

• Ability to use data as insights and influential storytelling to drive change and support business strategy.

• Significant experience in organizational effectiveness, management development, employee relations, data and analytics, diversity and inclusion, and merger, acquisition and integrations.

• Comfortable partnering with, and influencing decisions and outcomes with senior stakeholders from various parts of the organization

• Leadership presence and credibility to interact intelligently and collaboratively with all levels of employees, HR colleagues and stakeholders, including senior executives

• Effective strategist with ability to successfully drive and execute on HR initiatives. Strong project management ability

• High business acumen

• Exceptional interpersonal, verbal/written communication skills, and attention to detail.

• Strong problem solving/decision-making skill and sound judgment.

• High energy influencer, capable of leading and managing across a wide variety of business areas and with different leadership styles.

• Personal integrity and commitment to high moral standards and business ethics.

• Shares Vertex’s mindset of change, improve, innovate.

Pay Range:

$227,200 - $340,800

Disclosure Statement:

Flex Designation:

Hybrid-Eligible Or On-Site Eligible

Flex Eligibility Status:

In this Hybrid-Eligible role, you can choose to be designated as: 
1.    Hybrid: work remotely up to two days per week; or select
2.    On-Site: work five days per week on-site with ad hoc flexibility.

Note: The Flex status for this position is subject to Vertex’s Policy on Flex @ Vertex Program and may be changed at any time. 

#LI-Hybrid
 

Company Information

Vertex is a global biotechnology company that invests in scientific innovation.

Vertex is committed to equal employment opportunity and non-discrimination for all employees and qualified applicants without regard to a person's race, color, sex, gender identity or expression, age, religion, national origin, ancestry, ethnicity, disability, veteran status, genetic information, sexual orientation, marital status, or any characteristic protected under applicable law. Vertex is an E-Verify Employer in the United States. Vertex will make reasonable accommodations for qualified individuals with known disabilities, in accordance with applicable law.

Any applicant requiring an accommodation in connection with the hiring process and/or to perform the essential functions of the position for which the applicant has applied should make a request to the recruiter or hiring manager, or contact Talent Acquisition at ApplicationAssistance@vrtx.com