Director/Senior Director, People Team

About the role

The Director/Senior Director, People Team is responsible for leading the delivery of People strategy across the US, ensuring operational excellence, compliance, and a consistent employee experience. Operating with a high degree of autonomy, this role serves as the primary People Team lead for the US market, partnering closely with business leaders to support organizational effectiveness, workforce planning, employee relations, talent development, and business growth. At OPEN Health, our Human Resources function is known as the People Team.

At OPEN Health, we connect visionary minds, pioneering science, and advanced technology to drive real impact. By uniting people, science, and technology, we activate new opportunities for biopharma innovation. Our expertise across medical affairs and market access unlocks faster, smarter routes to market. We are committed to improving patient outcomes worldwide.

Responsibilities

• Lead and manage complex and high-risk employee relations cases, ensuring fair and consistent resolution
• Provide expert guidance to managers on sensitive People matters advising on People policies and procedures, including performance management, employee development, organizational change, and other employee-related matters
• Identify trends and implement preventive solutions
• Act as country level subject matter expert for employment law and compliance; ensures adherence to local regulations and global standards
• Develop complex policies and procedures for new markets ensuring legal compliance from day one
• Lead audits, risk mitigation and governance activities for the country or business e.g. ecoVardis
• Act as a trusted advisor to senior leaders on business strategy, organizational design, and workforce planning discussions; translate business goals into clear people outcomes supporting organisational design, workforce planning and performance conversations
• Build strong, credible relationships with leadership teams; achieve ≥85% stakeholder satisfaction with HRBP support (measured via leadership feedback)
• Partner with Talent Acquisition to improve time-to-hire and quality-of-hire for strategic roles for US roles
• Proactively identify and address capability gaps challenging and discussing workforce plans
• Work with Talent Acquisition to enhance talent pipeline for critical and hard to fill roles for the US
• Ensure a consistent and high-quality candidate and hiring manager experience aligned with employer brand and business expectations
• Drive a culture of high performance, accountability, and continuous feedback
• Ensure consistent, high-quality performance management processes (100% completion)
• Identify and actively manage both high-potential and underperforming employees
• Increase proportion of high performers while reducing underperformance
• Supporting succession planning discussions within country teams and across practices ensuring talent planning for future growth
• Act as a trusted adviser to managers; coach and support managers on employee relations, performance management, team effectiveness
• Conduct regular 1: