Senior Director, Leader and Org Enablement
Madrigal Pharmaceuticals
August 25, 2026
Remote friendly (Waltham, MA)
United States
Human Resources
Primary Responsibilities
- Leadership Development: Design and implement enterprise leadership development strategy; build scalable leadership programs for new, mid-level, and senior leaders; assess leadership capability and identify development priorities; partner with HRBPs and business leaders to strengthen leadership effectiveness; evaluate program impact and continuously improve learning experiences.
- AI People Transformation: Develop and execute people strategies supporting AI adoption and workforce transformation; identify capability gaps from AI/emerging technologies; partner across HR, IT, and business to redesign work, roles, and skills; drive change management for AI adoption and employee readiness; evaluate and introduce AI-enabled talent solutions and HR technologies; build AI-enabled workflows across talent management, leadership development, performance management, and workforce planning.
- Talent & Succession Planning: Lead enterprise talent review and succession planning with HRBPs; develop succession pipelines for critical roles; create strategies to identify and accelerate high-potential talent; ensure decisions are data-driven, equitable, and aligned with future business needs; monitor bench strength and succession readiness.
- Performance Ownership: Evolve performance management toward ownership, goals, continuous feedback, and accountability; design processes for meaningful performance conversations and coaching; strengthen goal setting, performance differentiation, and development planning; improve manager capability in coaching and continuous feedback.
- People Analytics & Insights: Develop talent health dashboards/metrics; translate workforce data into actionable insights; monitor trends (engagement, retention, mobility, succession, performance, leadership effectiveness); use predictive analytics for planning and talent investment decisions; present executive-ready insights and recommendations.
Qualifications
- Bachelor’s degree required.
- Senior Director: 15+ years progressive HR/Talent Management experience, including enterprise strategy leadership and facilitation.
- Experience leading leadership development, succession planning, talent management, or organizational development.
- Experience partnering with HRBPs and senior executives.
- Experience leading change/transformation initiatives.
- Experience using HR analytics to influence business decisions.
- Experience with AI-enabled HR technologies and digital transformation.
- Role requires travel.
- Leadership Development: Design and implement enterprise leadership development strategy; build scalable leadership programs for new, mid-level, and senior leaders; assess leadership capability and identify development priorities; partner with HRBPs and business leaders to strengthen leadership effectiveness; evaluate program impact and continuously improve learning experiences.
- AI People Transformation: Develop and execute people strategies supporting AI adoption and workforce transformation; identify capability gaps from AI/emerging technologies; partner across HR, IT, and business to redesign work, roles, and skills; drive change management for AI adoption and employee readiness; evaluate and introduce AI-enabled talent solutions and HR technologies; build AI-enabled workflows across talent management, leadership development, performance management, and workforce planning.
- Talent & Succession Planning: Lead enterprise talent review and succession planning with HRBPs; develop succession pipelines for critical roles; create strategies to identify and accelerate high-potential talent; ensure decisions are data-driven, equitable, and aligned with future business needs; monitor bench strength and succession readiness.
- Performance Ownership: Evolve performance management toward ownership, goals, continuous feedback, and accountability; design processes for meaningful performance conversations and coaching; strengthen goal setting, performance differentiation, and development planning; improve manager capability in coaching and continuous feedback.
- People Analytics & Insights: Develop talent health dashboards/metrics; translate workforce data into actionable insights; monitor trends (engagement, retention, mobility, succession, performance, leadership effectiveness); use predictive analytics for planning and talent investment decisions; present executive-ready insights and recommendations.
Qualifications
- Bachelor’s degree required.
- Senior Director: 15+ years progressive HR/Talent Management experience, including enterprise strategy leadership and facilitation.
- Experience leading leadership development, succession planning, talent management, or organizational development.
- Experience partnering with HRBPs and senior executives.
- Experience leading change/transformation initiatives.
- Experience using HR analytics to influence business decisions.
- Experience with AI-enabled HR technologies and digital transformation.
- Role requires travel.