Associate Director, HRBP

Ipsen•Cambridge, MA

20h•$160,000 - $190,000•Hybrid

About The Position

The Associate Director, Global HR Business Partner (HRBP) serves as a strategic advisor to employees, driving the people agenda and evolving the culture in alignment with business priorities to drive growth and patient impact. The role reports to the Sr Director, Human Resources, North America. This role will work broadly across the North America business unit and will lead and deliver people strategies and serve as partner to the Commercial functions, representing therapeutic areas of Rare Disease, Oncology and Neuroscience —ensuring strong integration between business and functional priorities. Operating in a highly matrixed environment, the role combines strategic partnership, organizational insight, and operational rigor to enable performance, strengthen field capability, and drive scalable, sustainable organizational outcomes. The Associate Director, Human Resources is a member of the North American (NA) HR team based in Cambridge, MA, US.

Requirements

Bachelor's degree or equivalent
8+ years of progressive HR experience in complex, global, matrixed environments
Life sciences / biotech / pharmaceutical experience required
Demonstrated experience supporting commercial organizations and leadership teams
Strong track record delivering change and evolution in organizations in rapid-pace growth-mode
Experience leveraging data and analytics to inform decisions via diverse tools and systems
English language proficiency

Nice To Haves

Global experience preferred

Responsibilities

Serve as a trusted and strategic advisor to business leaders, helping translate business priorities into clear people actions
Support the development and execution of people and organizational strategies in partnership with senior HRBPs and COEs
Bring external insights and best practices to inform talent and organizational decisions
Provide guidance on workforce planning, capability needs, and team effectiveness
Deliver practical, hands-on HR support to enable business outcomes
Support organizational design and development efforts, helping align team structures and capabilities with business needs
Contribute to workforce planning activities, including near- and mid-term talent strategies
Analyze engagement and performance data to identify themes and recommend targeted interventions
Facilitate internal mobility and talent deployment across teams where appropriate
Partner on talent and leadership initiatives, including succession planning and development planning
Collaborate with HR COEs to implement talent programs and development solutions
Support talent reviews and ensure follow-through on development actions
Coach, consult, and influence managers on performance management, team effectiveness, and development planning
Reinforce a high-performance and inclusive culture aligned with company values
Use engagement insights to diagnose team dynamics and support action planning
Utilize HR data and dashboards to inform recommendations and identify trends
Translate data into practical insights for business leaders
Support evidence-based decision making across talent and organizational topics
Promote continuous improvement through data-informed insights
Ensure consistent and effective execution of core HR processes (e.g., performance management, compensation cycles, talent reviews)
Maintain strong attention to detail and operational discipline
Balance strategic support with high-quality execution
Identify process improvement opportunities and provide feedback to HR partners and COEs
Work effectively within a matrixed HR model, collaborating with COEs and HRBP peers
Support alignment across business and HR priorities
Build strong working relationships to enable coordinated delivery
May mentor or provide guidance to junior team members or project teams
Model collaboration, accountability, and high performance
Stay informed on external trends and emerging HR practices
Bring forward ideas to improve processes, programs, and team effectiveness
Contribute to innovation while aligning with broader HR strategies