Director, US Commercial HRBL and Talent Lead

Role Summary

Director, US Commercial HRBL and Talent Lead. This role sits on the U.S. Commercial (USC) HR Leadership Team in a strategic hybrid capacity, delivering HR Business Partnering to senior Commercial leaders and leading the USC Talent Strategy. It drives both near-term business performance and long-term organizational strength.

Responsibilities

• HR Business Partnering
  • Serve as a trusted advisor and coach to senior business leaders, influencing people and organizational strategies that enable business growth and high performance.
  • Lead initiatives across org design and effectiveness, workforce planning, talent, culture, capability and change management to support evolving business needs.
  • Build leader capability in career coaching, talent, and performance management.
  • Champion a purpose-driven, inclusive, and high-performing culture through leader capability building and continuous engagement.
  • Support efforts to embed the Learning & Development Hub, promoting the adoption and integration of development resources to strengthen internal capability.
  • Leverage data, technology and analytics to diagnose organizational health, identify opportunities and influence business decisions to drive better outcomes.
• U.S. Commercial Talent Lead
  • Lead the continuous evolution of the Talent Strategy, aligned to enterprise and global business priorities.
  • Drive succession planning and pipeline development for critical and priority roles, addressing capability gaps and implementing differentiated talent strategies to ensure a future-ready workforce.
  • Leverage analytics and strategic insights to strengthen talent pipeline and key talent retention.
  • Partner closely with the Global Commercial HR team to effectively drive global-to-local and local-to-global talent priorities.
  • Responsible for talent development programs including the current US Career Development Early Talent Program and Talent Manager supporting the program.

Qualifications

• Required: 10+ years of progressive HR experience, including senior-level HR Business Partnering in a complex, matrixed organization.
• Required: Demonstrated experience partnering with senior leaders (SVP/VP level or equivalent), influencing organizational, talent, and workforce decisions.
• Required: Proven track record in talent strategy, including succession planning, pipeline development, and capability building for critical roles.
• Required: Analytical capability, with experience leveraging workforce data, talent analytics, and insights to inform decision-making and drive business outcomes.
• Required: Change leadership experience, including organizational design, workforce transformation, and culture evolution in fast-moving environments.
• Required: Exceptional communication, influencing, and coaching skills, with the ability to translate complex people topics into clear, actionable insights for business leaders.
• Preferred: Experience in U.S. Commercial, Life Sciences, or highly regulated industries, with exposure to sales, marketing, market access, or field-based organizations.
• Preferred: Technology-forward HR mindset, with experience adopting or embedding digital HR platforms, learning ecosystems, or AI-enabled tools to scale talent and capability.
• Preferred: Demonstrated innovation in talent practices, including differentiated approaches to succession, capability development, and internal mobility.
• Preferred: Experience partnering globally, working across global-to-local and local-to-global talent strategies.
• Preferred: Change agility and systems thinking, with the ability to anticipate future capability needs and design proactive talent solutions.
• Preferred: Credibility as a thought partner, able to challenge conventional thinking, influence without authority, and bring an external, future-focused perspective to the business.
• Preferred: Experience leading or supporting early-career or enterprise talent programs (e.g., early talent, leadership development, or rotational programs).

Education

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field.