Sr. Director, HRBP

Role Summary

The Sr Director, Global HRBP acts as a strategic advisor to global functional business units with a high degree of complexity, developing and executing people strategies that align with business priorities. With a deep understanding of organizational dynamics, the Senior Director anticipates challenges, diagnoses organizational needs, and influences/leads transformative initiatives that strengthen culture, accelerate performance, and enable business objectives for their client group. This role partners with Senior/Executive leaders and may lead a team of HRBPs.

Responsibilities

• Serve as the primary strategic HR partner to the most senior leaders of assigned global or functional business units, owning the design and execution of the end-to-end people strategy in alignment with global business priorities.
• Serve as an active member of senior leadership teams, shaping business direction through talent and organizational strategy.
• Partner with HR COEs (Compensation, Employee Relations, HR Ops, etc.) to architect and deploy high-impact HR programs, ensuring alignment with global objectives and local market nuances.
• Leverage workforce analytics, market intelligence, and predictive insights to shape strategic decisions and influence future business direction.

In partnership with the client group leader, the Global HRBP delivers against HR strategy & Initiatives across multiple facets of HR:

Organizational Effectiveness & Change

• Architect and lead global change initiatives tied to business transformation, organizational redesign, and integration efforts, ensuring sustained adoption and measurable outcomes.
• Anticipate organizational challenges, diagnose root causes, and implement scalable interventions to strengthen performance, alignment, and agility.
• Partner with senior leaders to design and evolve operating models and governance structures that enable business objectives.

Leadership & Employee Development

• Shape initiatives to support the effectiveness of the leadership teams across the client group.
• Serve as a trusted coach and advisor to senior executives, driving leadership effectiveness and accountability for talent outcomes.
• Lead the performance management, leadership assessment, and development planning processes within the client group.
• Conduct high potential identification, succession planning, and development pipelines to ensure leadership continuity.
• May recommend, implement, source and/or design tailored development programs, and team effectiveness interventions aligned with business priorities and in partnership with VP, HRBP.

Talent Acquisition & Workforce Planning

• Own and drive the recruitment strategy and execution of talent acquisition activities.
• Lead workforce planning, succession planning, and organizational capability building across client groups.
• Partner with business leaders to identify talent gaps and implement strategies through hiring, development, and internal mobility.
• Support career development and talent movement decisions, advising on potential, readiness, and role alignment.
• Partner with functional leaders to support headcount planning.

Employee Engagement & Employee Relations

• Shape and own the engagement strategy for the client group; analyze survey data, define priorities, and lead action plans with business leaders to strengthen retention, morale, and culture.
• Cultivate a positive employee relations environment in partnership with the Employee Relations team and senior leaders.
• Partner with the Employee Relations team on employee relations matters within the client group.
• Advise management on sensitive employee matters, including performance, discipline, and exits, ensuring compliance and fairness.

Total Rewards

• Partner with Compensation to ensure equitable, market-competitive, and performance driven reward practices that are aligned with internal frameworks and external benchmarks.
• Provide strategic guidance on compensation planning and rewards based on our frameworks to attract, retain, and motivate top talent, including annual compensation cycles.

Operations

• Lead or contribute to global HR initiatives, including continuous improvement projects, M&A diligence or integration support.
• Maintain current human resources knowledge to ensure company compliance with all federal, state, and local laws related to employment.
• Ensure HR documentation/administration is fully compliant with SOX regulations.

Education

• Bachelor‚Äôs degree in Human Resources, Business Administration, Organizational Psychology, Organization Development, Communications, or related field required.
• Professional HR certification preferred.

Experience

• 12+ years of progressive, broad-based HR leadership experience, including at least 7 years leading teams and partnering with senior executives; prior experience in life sciences or other highly regulated, global industries strongly preferred.
• Track record of shaping and executing global people strategies that directly enable business transformation and growth.
• Demonstrated ability to influence, coach, and partner with C-suite and senior leaders in navigating complex organizational change, cultural evolution, and strategic workforce planning.
• Proven success operating in fast-paced, matrixed, multi-national environments.

Skills

• Exceptional business acumen with the ability to align global HR strategies to evolving business priorities and market dynamics.
• Advanced expertise in organizational design, change leadership, and senior leadership development.
• Strong analytical and strategic thinking skills, with the ability to interpret complex workforce data into actionable insights.
• Excellent executive presence, communication, and relationship-building skills; adept at navigating conflict and building consensus across diverse stakeholder groups.
• Demonstrated ability to make high-quality, timely decisions in ambiguous or high-stakes situations.
• Deep knowledge of multiple human resources disciplines, including talent management, organizational effectiveness, compensation, and employee relations.
• Strong understanding of global employment laws and regulations, with the ability to ensure compliance while enabling agility.