Director, HRBP
Ipsen · Cambridge, MA · 3 wk ago
OTHR$212k–$250k/yrFull-time
We need to output only HTML fragment, no html/body tags, no markdown fences.
We need sections: headings for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use
for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use - for any list of duties/requirements/benefits, and
for prose.
We must not repeat job title as heading. Do not put Job ID/requisition numbers as headings. Remove boilerplate.
We need to preserve all substantive information. Identify sections that have content.
The posting includes:
- Intro paragraph describing role: "The Director, Human Resources Business Partner (HRBP) serves as a senior strategic advisor..." That's about the role. Could be "About the role" heading.
- Then sections: "Strategic Business Partnership", "Organizational Development & Workforce Planning", "Talent, Leadership & Culture", "Commercial Growth & Launch Readiness", "HR Leadership". Those are responsibilities/duties. Could group under "Responsibilities" with subheadings? But rule: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should only use those exact headings? It says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Means we can use those as examples; we can have other headings? Probably we should stick to those categories. But we need to represent content. Could put all duties under Responsibilities as a list. Could also have Qualifications, Skills, Benefits, Pay sections.
We have Education and Experience section: that's Qualifications.
We have Language(s) English: could be Skills? Or maybe under Qualifications.
We have Compensation: Pay and Benefits.
We have no explicit Schedule.
Thus sections: About the role, Responsibilities, Qualifications, Skills, Benefits, Pay.
We need to include only sections with real content.
Let's extract content.
About the role: The introductory paragraph(s) describing role.
Responsibilities: All the bullet-like paragraphs under Strategic Business Partnership, Organizational Development & Workforce Planning, Talent, Leadership & Culture, Commercial Growth & Launch Readiness, HR Leadership. We'll turn each sentence into list items? Could group as - each duty.
Qualifications: Education and Experience bullet list.
Skills: Could extract competencies: "Strategic Business Partnership", "Organizational Development & Workforce Planning", "Talent, Leadership & Culture", "Commercial Growth & Launch Readiness", "HR Leadership", plus "Strategic Leadership", "Organizational Effectiveness", "Business Impact", "Innovative Thinking", "Strategic Leadership", etc. Also "Commercial acumen", "executive presence", "ability to operate independently", "leadership coaching", "change management". Also "Language(s) English". Could list as skills.
Benefits: The paragraph about benefits package.
Pay: The annual base salary range and short-term incentives.
We must not invent or summarize away detail. Must preserve all substantive information. So we need to include each piece of info.
Let's parse details.
Intro paragraph:
"The Director, Human Resources Business Partner (HRBP) serves as a senior strategic advisor to North America Commercial leadership, driving people, organizational, and talent strategies that enable business performance, launch readiness, and long-term growth. Reporting to the Senior Director, Human Resources, North America, this role partners directly with senior leaders across Commercial, including Neuroscience, Oncology, and Rare Disease, with a particular focus on scaling organizational capability and talent infrastructure to support the future launches. The Director leads the development and execution of business-aligned workforce strategies, organizational design initiatives, leadership development, succession planning, and culture transformation efforts. Operating in a highly matrixed environment, this role influences critical business decisions through a people lens while balancing strategic leadership with operational excellence. As a trusted member of both the business leadership and Human Resources teams, the Director demonstrates strong commercial acumen, executive presence, and the ability to operate independently while driving complex organizational initiatives across a rapidly growing organization."
That's the about.
Now responsibilities sections:
Strategic Business Partnership bullet points:
- 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.” (Note quotes)
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.
- Using Ipsen’s Leadership Model and Competency Framework (which directly links to Head / Heart / Hands and Ipsen Way of Being), for all positions, Manager to identify the top 3-5 Competencies that are most important for future success in the role, and detail above, by following these steps. (This seems garbled; maybe it's a note about competency framework. We'll keep as is.)
Then after that there is a list of competencies:
"Translates strategic objectives into actionable plans and drives execution across global and local teams Innovative Thinking Cultivates a culture of innovation within the team, continuously exploring new technologies and undefined Leverages AI and data analytics to optimize strategies and improve brand performance Strategic Leadership Enterprise mindset and ability to align people strategy with business strategy. Strong commercial acumen and understanding of launch-driven business environments. Executive presence and ability to influence senior stakeholders. Organizational Effectiveness Organization design Change leadership Workforce planning Succession strategy Business Impact Data-driven decision making Cross-functional influence Launch readiness planning Growth and scaling expertise"
This seems like a list of competencies/skills.
Then 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.
Language(s): English
Compensation:
- The annual base salary range for this position is $212,000 - $250,000.
- This job is eligible to participate in our short-term incentives program.
- At Ipsen we are proud to offer a comprehensive employee benefits package, including 401(k) with company contributions, group medical, dental and vision coverage, life and disability insurance, short- and long-term disability insurance, as well as flexible spending accounts.
- Ipsen also provides parental leave, paid time off, a discretionary winter shutdown, well-being allowance, commuter benefits, and much more.
We need to output HTML fragment with sections.
We'll do:
About the role
... (intro paragraph)
Responsibilities
- ... each bullet
...
We need to include all bullet points from the sections. Could combine them all under Responsibilities.
We need to ensure we don't lose any detail.
Let's list all bullet points exactly as in text, preserving punctuation.
I'll extract each bullet:
Strategic Business Partnership:
1. Serve as the primary strategic HR advisor to senior business leaders, providing thought leadership on organizational effectiveness, talent strategy, workforce planning, and business transformation.
2. Partner directly with Commercial leadership to develop and execute people strategies that support growth objectives, launch readiness, and long-term business priorities.
3. Anticipate organizational and talent implications of business decisions and proactively recommend solutions.
4. Influence business strategy through insights related to organization design, leadership capability, succession planning, and workforce trends.
5. Represent Human Resources as a strategic partner in leadership team discussions and business planning processes.
6. Owns the integrated people strategy for the assigned North America Commercial portfolio and is accountable for alignment with the applicable business leadership team.
7. Acts as the accountable HR lead for organizational readiness associated with major commercial launches and portfolio expansion.
8. Develops and recommends multi-year workforce scenarios, including organizational structure, capability requirements, talent risks, and hiring priorities.
9. Leads organizational decisions spanning multiple Commercial functions or therapeutic areas where the impact extends beyond a single client group.
10. Independently advises senior leaders on high-impact organizational and talent decisions and escalates material enterprise risks to the Senior Director.
11. “Establishes success measures for workforce, succession, leadership capability, and organizational-health interventions and monitors outcomes.”
Organizational Development & Workforce Planning:
1. Lead workforce planning activities supporting significant organizational growth and talent acquisition requirements associated with portfolio expansion across all therapeutic areas
2. Develop multi-year talent strategies in partnership with Global Talent to ensure organizational capability aligns with current and future business objectives.
3. Lead organizational design initiatives including structure optimization, role design, operating model effectiveness, and organizational scaling.
4. Partner with executive leaders to assess talent and talent needs, organizational risks, and succession pipelines.
Talent, Leadership & Culture:
1. Lead talent review, succession planning, and leadership assessment processes across assigned client groups.
2. Partner across North America Commercial HR and Global Talent to ensure robust cross-functional visibility and calibration.
3. Coach and influence senior leaders on organizational leadership, talent decisions, performance management, employee engagement, and change leadership.
4. Drive leadership capability building and development planning for critical
for prose. We must not repeat job title as heading. Do not put Job ID/requisition numbers as headings. Remove boilerplate. We need to preserve all substantive information. Identify sections that have content. The posting includes: - Intro paragraph describing role: "The Director, Human Resources Business Partner (HRBP) serves as a senior strategic advisor..." That's about the role. Could be "About the role" heading. - Then sections: "Strategic Business Partnership", "Organizational Development & Workforce Planning", "Talent, Leadership & Culture", "Commercial Growth & Launch Readiness", "HR Leadership". Those are responsibilities/duties. Could group under "Responsibilities" with subheadings? But rule: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should only use those exact headings? It says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Means we can use those as examples; we can have other headings? Probably we should stick to those categories. But we need to represent content. Could put all duties under Responsibilities as a list. Could also have Qualifications, Skills, Benefits, Pay sections.
We have Education and Experience section: that's Qualifications.
We have Language(s) English: could be Skills? Or maybe under Qualifications.
We have Compensation: Pay and Benefits.
We have no explicit Schedule.
Thus sections: About the role, Responsibilities, Qualifications, Skills, Benefits, Pay.
We need to include only sections with real content.
Let's extract content.
About the role: The introductory paragraph(s) describing role.
Responsibilities: All the bullet-like paragraphs under Strategic Business Partnership, Organizational Development & Workforce Planning, Talent, Leadership & Culture, Commercial Growth & Launch Readiness, HR Leadership. We'll turn each sentence into list items? Could group as - each duty.
Qualifications: Education and Experience bullet list.
Skills: Could extract competencies: "Strategic Business Partnership", "Organizational Development & Workforce Planning", "Talent, Leadership & Culture", "Commercial Growth & Launch Readiness", "HR Leadership", plus "Strategic Leadership", "Organizational Effectiveness", "Business Impact", "Innovative Thinking", "Strategic Leadership", etc. Also "Commercial acumen", "executive presence", "ability to operate independently", "leadership coaching", "change management". Also "Language(s) English". Could list as skills.
Benefits: The paragraph about benefits package.
Pay: The annual base salary range and short-term incentives.
We must not invent or summarize away detail. Must preserve all substantive information. So we need to include each piece of info.
Let's parse details.
Intro paragraph:
"The Director, Human Resources Business Partner (HRBP) serves as a senior strategic advisor to North America Commercial leadership, driving people, organizational, and talent strategies that enable business performance, launch readiness, and long-term growth. Reporting to the Senior Director, Human Resources, North America, this role partners directly with senior leaders across Commercial, including Neuroscience, Oncology, and Rare Disease, with a particular focus on scaling organizational capability and talent infrastructure to support the future launches. The Director leads the development and execution of business-aligned workforce strategies, organizational design initiatives, leadership development, succession planning, and culture transformation efforts. Operating in a highly matrixed environment, this role influences critical business decisions through a people lens while balancing strategic leadership with operational excellence. As a trusted member of both the business leadership and Human Resources teams, the Director demonstrates strong commercial acumen, executive presence, and the ability to operate independently while driving complex organizational initiatives across a rapidly growing organization."
That's the about.
Now responsibilities sections:
Strategic Business Partnership bullet points:
- 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.” (Note quotes)
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.
- Using Ipsen’s Leadership Model and Competency Framework (which directly links to Head / Heart / Hands and Ipsen Way of Being), for all positions, Manager to identify the top 3-5 Competencies that are most important for future success in the role, and detail above, by following these steps. (This seems garbled; maybe it's a note about competency framework. We'll keep as is.)
Then after that there is a list of competencies:
"Translates strategic objectives into actionable plans and drives execution across global and local teams Innovative Thinking Cultivates a culture of innovation within the team, continuously exploring new technologies and undefined Leverages AI and data analytics to optimize strategies and improve brand performance Strategic Leadership Enterprise mindset and ability to align people strategy with business strategy. Strong commercial acumen and understanding of launch-driven business environments. Executive presence and ability to influence senior stakeholders. Organizational Effectiveness Organization design Change leadership Workforce planning Succession strategy Business Impact Data-driven decision making Cross-functional influence Launch readiness planning Growth and scaling expertise"
This seems like a list of competencies/skills.
Then 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.
Language(s): English
Compensation:
- The annual base salary range for this position is $212,000 - $250,000.
- This job is eligible to participate in our short-term incentives program.
- At Ipsen we are proud to offer a comprehensive employee benefits package, including 401(k) with company contributions, group medical, dental and vision coverage, life and disability insurance, short- and long-term disability insurance, as well as flexible spending accounts.
- Ipsen also provides parental leave, paid time off, a discretionary winter shutdown, well-being allowance, commuter benefits, and much more.
We need to output HTML fragment with sections.
We'll do:
About the role
... (intro paragraph)
Responsibilities
- ... each bullet
...
We need to include all bullet points from the sections. Could combine them all under Responsibilities.
We need to ensure we don't lose any detail.
Let's list all bullet points exactly as in text, preserving punctuation.
I'll extract each bullet:
Strategic Business Partnership:
1. Serve as the primary strategic HR advisor to senior business leaders, providing thought leadership on organizational effectiveness, talent strategy, workforce planning, and business transformation.
2. Partner directly with Commercial leadership to develop and execute people strategies that support growth objectives, launch readiness, and long-term business priorities.
3. Anticipate organizational and talent implications of business decisions and proactively recommend solutions.
4. Influence business strategy through insights related to organization design, leadership capability, succession planning, and workforce trends.
5. Represent Human Resources as a strategic partner in leadership team discussions and business planning processes.
6. Owns the integrated people strategy for the assigned North America Commercial portfolio and is accountable for alignment with the applicable business leadership team.
7. Acts as the accountable HR lead for organizational readiness associated with major commercial launches and portfolio expansion.
8. Develops and recommends multi-year workforce scenarios, including organizational structure, capability requirements, talent risks, and hiring priorities.
9. Leads organizational decisions spanning multiple Commercial functions or therapeutic areas where the impact extends beyond a single client group.
10. Independently advises senior leaders on high-impact organizational and talent decisions and escalates material enterprise risks to the Senior Director.
11. “Establishes success measures for workforce, succession, leadership capability, and organizational-health interventions and monitors outcomes.”
Organizational Development & Workforce Planning:
1. Lead workforce planning activities supporting significant organizational growth and talent acquisition requirements associated with portfolio expansion across all therapeutic areas
2. Develop multi-year talent strategies in partnership with Global Talent to ensure organizational capability aligns with current and future business objectives.
3. Lead organizational design initiatives including structure optimization, role design, operating model effectiveness, and organizational scaling.
4. Partner with executive leaders to assess talent and talent needs, organizational risks, and succession pipelines.
Talent, Leadership & Culture:
1. Lead talent review, succession planning, and leadership assessment processes across assigned client groups.
2. Partner across North America Commercial HR and Global Talent to ensure robust cross-functional visibility and calibration.
3. Coach and influence senior leaders on organizational leadership, talent decisions, performance management, employee engagement, and change leadership.
4. Drive leadership capability building and development planning for critical
- each duty.
Qualifications: Education and Experience bullet list.
Skills: Could extract competencies: "Strategic Business Partnership", "Organizational Development & Workforce Planning", "Talent, Leadership & Culture", "Commercial Growth & Launch Readiness", "HR Leadership", plus "Strategic Leadership", "Organizational Effectiveness", "Business Impact", "Innovative Thinking", "Strategic Leadership", etc. Also "Commercial acumen", "executive presence", "ability to operate independently", "leadership coaching", "change management". Also "Language(s) English". Could list as skills.
Benefits: The paragraph about benefits package.
Pay: The annual base salary range and short-term incentives.
We must not invent or summarize away detail. Must preserve all substantive information. So we need to include each piece of info.
Let's parse details.
Intro paragraph:
"The Director, Human Resources Business Partner (HRBP) serves as a senior strategic advisor to North America Commercial leadership, driving people, organizational, and talent strategies that enable business performance, launch readiness, and long-term growth. Reporting to the Senior Director, Human Resources, North America, this role partners directly with senior leaders across Commercial, including Neuroscience, Oncology, and Rare Disease, with a particular focus on scaling organizational capability and talent infrastructure to support the future launches. The Director leads the development and execution of business-aligned workforce strategies, organizational design initiatives, leadership development, succession planning, and culture transformation efforts. Operating in a highly matrixed environment, this role influences critical business decisions through a people lens while balancing strategic leadership with operational excellence. As a trusted member of both the business leadership and Human Resources teams, the Director demonstrates strong commercial acumen, executive presence, and the ability to operate independently while driving complex organizational initiatives across a rapidly growing organization."
That's the about.
Now responsibilities sections:
Strategic Business Partnership bullet points:
- 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.” (Note quotes)
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.
- Using Ipsen’s Leadership Model and Competency Framework (which directly links to Head / Heart / Hands and Ipsen Way of Being), for all positions, Manager to identify the top 3-5 Competencies that are most important for future success in the role, and detail above, by following these steps. (This seems garbled; maybe it's a note about competency framework. We'll keep as is.)
Then after that there is a list of competencies:
"Translates strategic objectives into actionable plans and drives execution across global and local teams Innovative Thinking Cultivates a culture of innovation within the team, continuously exploring new technologies and undefined Leverages AI and data analytics to optimize strategies and improve brand performance Strategic Leadership Enterprise mindset and ability to align people strategy with business strategy. Strong commercial acumen and understanding of launch-driven business environments. Executive presence and ability to influence senior stakeholders. Organizational Effectiveness Organization design Change leadership Workforce planning Succession strategy Business Impact Data-driven decision making Cross-functional influence Launch readiness planning Growth and scaling expertise"
This seems like a list of competencies/skills.
Then 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.
Language(s): English
Compensation:
- The annual base salary range for this position is $212,000 - $250,000.
- This job is eligible to participate in our short-term incentives program.
- At Ipsen we are proud to offer a comprehensive employee benefits package, including 401(k) with company contributions, group medical, dental and vision coverage, life and disability insurance, short- and long-term disability insurance, as well as flexible spending accounts.
- Ipsen also provides parental leave, paid time off, a discretionary winter shutdown, well-being allowance, commuter benefits, and much more.
We need to output HTML fragment with sections.
We'll do:
About the role
... (intro paragraph)
Responsibilities
- ... each bullet ...