Director, People Business Partner

Job Responsibilities

• Serve as the strategic People partner to executives and VP leaders across Commercial, Marketing, and Production Lab.
• Advise senior leaders on organizational structure, role clarity, decision-making effectiveness, and team design in support of business priorities.
• Partner with leaders on talent architecture and related organizational decisions that shape execution, accountability, and scale.
• Lead executive-level talent reviews, succession planning, and calibration discussions to strengthen bench quality and succession depth across critical roles.
• Assess talent health within assigned organizations and provide recommendations to improve critical role coverage, accelerate readiness of internal talent, and retain high-performing team members.
• Coach executive and VP leaders through complex leadership, team, and talent decisions, bringing clear perspective and sound judgment to moments of consequence.
• Take the lead in driving large-scale organizational change initiatives, partnering with Senior Leadership, helping them navigate impact, adoption, and leadership accountability with clarity and consistency.
• Leverage advanced people analytics, business context, and organizational insight to identify emerging risks, challenge assumptions, and inform high-quality decisions.
• Influence thoughtful, timely decisions on talent, structure, and leadership priorities in a fast-moving environment.
• Work in close partnership with the broader People team COEs to drive organizational culture initiatives that reinforce a high-performance mindset, foster employee engagement and promote a collaborative, inclusive environment across all levels of the organization.

People Manager

• Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or related field required; advanced degree preferred.
• 10+ years of progressive experience in People Business Partnering, talent strategy, organizational effectiveness, or related leadership advisory work required.
• Significant experience partnering directly with executive, SVP, and VP leaders required.
• Demonstrated success advising senior leaders on organizational design, talent strategy, succession planning, and leadership effectiveness is required.
• Experience leading executive-level talent reviews, calibration discussions, and workforce planning conversations required.
• Proven ability to assess organizational and talent risk and translate insights into clear, actionable recommendations required.
• Experience advising on critical talent decisions, including succession depth, internal readiness, and retention of high-performing talent, is required.
• Strong executive presence with exceptional communication, influencing, and relationship-building skills required.
• Experience coaching senior leaders through sensitive organizational and talent matters is required.
• Strong analytical capability and comfort using data to inform decisions, challenge assumptions, and shape recommendations are required.
• Ability to operate effectively in ambiguity, manage complexity, and exercise sound judgment in a fast-paced environment is required.
• Experience supporting commercial, marketing, production, operational, laboratory, or similarly complex business environments is preferred.
• Experience in healthcare, biotech, diagnostics, or other fast-paced, high-growth environments preferred.