Vertex · 7 hours ago
Human Resources Business Partner Senior Director
Boston, MA
Full-time
Hybrid
Director/Executive
$227K/yr - $341K/yr
12+ years expVertex Pharmaceuticals Inc is a global biotechnology company that invests in scientific innovation. They are seeking a strategic HR Business Partner Senior Director to support their Biopharmaceutical Sciences & Manufacturing Organization, acting as a key HR leader and advisor to senior executives.
Computer Software
Responsibilities
Serve as the primary HR partner to senior leaders of assigned BSMO areas, translating their business strategies into a prioritized, integrated people and organizational plan
Sit on the respective unit’s leadership team and influence executive decision-making by providing clear options, risk/benefit analyses, and data-backed recommendations that connect talent strategies to operational, quality, safety, and cost outcomes
Act as a chief architect of organizational design and transformation in a rapidly scaling, complex manufacturing and technical development environment
Lead the evolution of the function’s organizational structure to support growth, new capabilities, and globalization
Partner with business leaders to identify and build critical workforce capabilities, closing skill gaps through targeted build/buy/borrow talent strategies
Own the multi-year strategic workforce plan for the function, aligned with the organization’s long-range business strategy, capacity forecasts, and budget
Define workforce requirements (headcount, skills, location strategy, etc.) to ensure the function can meet current and future demands
Proactively identify critical roles and drive robust succession planning for key leadership and technical positions, cultivating a diverse talent pipeline and actionable development plans that ensure continuity in a regulated environment
Elevate leadership and team performance within BSMO’s senior levels
Establish and refine management and talent practices that drive a high-performance, agile culture
Provide coaching to leaders navigating growth and organizational inflection points, helping them raise the performance bar with clarity and fairness
Partner with Talent Management and Learning & Development to design and implement programs for high-potential talent, technical career paths, leadership development, and other initiatives that support succession and retention of top talent
Champion a culture of innovation, inclusion, and continuous improvement across the function
Diagnose organizational health and culture needs in line with BSMO’s strategic objectives and culture roadmap
Lead change management efforts for major initiatives—such as network expansions, technology transfers, organizational restructurings, or portfolio pivots—by creating clear cases for change, stakeholder engagement plans, communications strategies, and metrics to track adoption and impact
Act as a visible change agent and advisor to leaders and employees alike, ensuring changes are implemented effectively and sustainably
Leverage advanced people analytics and insights to inform talent and organizational decisions
Monitor key workforce metrics (e.g., attrition in critical roles, staffing levels for 24/7 operations, talent pipeline health) and present data-driven narratives that drive strategic action
Translate complex data into clear, compelling stories for leadership to shape investments in people and organizational capabilities
Use predictive analytics and industry benchmarks to anticipate future talent trends and proactively address challenges
Orchestrate with HR Centers of Excellence (Talent Acquisition, Total Rewards, People Experience, Talent Management, Strategic Analytics, etc.) to design and deploy integrated HR solutions at speed
Ensure flawless execution and contribute to continuous improvement of core HR processes – such as performance management, succession reviews, talent calibration, compensation planning, and employee feedback/action planning – with an emphasis on fairness, transparency, and business relevance
Identify opportunities to streamline HR processes and contribute to enterprise HR projects (for example, improving headcount planning, HR technology implementations, or diversity and inclusion initiatives)
Mentor and provide thought leadership to junior HRBPs and other HR team members, fostering a collaborative OneHR approach across the organization
Qualification
Required
Bachelor's degree in Human Resources or related discipline, or equivalent professional experience
Typically requires 12+ years of progressive HR experience, including significant leadership responsibility and experience in complex, multi-site scientific organizations
Recognized expert in business strategy and organizational effectiveness, with proven ability to influence senior executives and shape sub-functional priorities
Deep understanding of technical environments, with experience working in a regulated environment
Advanced proficiency in change leadership, culture transformation, and strategic planning
Strong business acumen and ability to translate strategies into measurable business outcomes
Exceptional communication and influencing skills; ability to negotiate and shape opinions of senior leaders
Expertise in leveraging data-driven insights and storytelling to inform decisions and drive transformation
Demonstrated success in leading through subordinate managers and influencing sub-function strategy
Benefits
Annual bonus
Annual equity awards
Overtime pay
Medical, dental and vision benefits
Generous paid time off (including a week-long company shutdown in the Summer and the Winter)
Educational assistance programs including student loan repayment
Generous commuting subsidy
Matching charitable donations
401(k)
Company
Vertex
Vendor intelligence that combs through your supplier, manufacturer, logistics data to detect where you're leaving money on the table.
2-10 employees
Funding
Current Stage
Early StageCompany data provided by crunchbase