Director, HRBP

Ipsen•Cambridge, MA

11d•$210,000 - $245,000•Onsite

About The Position

The Director, Global HR Business Partner (HRBP) serves as a strategic advisor to senior leadership, driving the people agenda and evolving the culture in alignment with business priorities to drive growth and patient impact. The role reports to the Global HRBP Lead for North America and Global Product and Portfolio Strategy (GPPS) and will be a member of the North America HR Leadership Team. This role will work broadly across the North America and GPPS Organizations, providing HR leadership to key global functions and also aligned to the North America business unit—ensuring strong integration between business and functional priorities. Operating in a highly matrixed environment, the role combines strategic leadership, organizational insight, and operational rigor to enable performance, strengthen leadership capability, and drive scalable, sustainable organizational outcomes. The Director, Human Resources is a member of the North American (NA) HR team based in Cambridge, MA, US.

Requirements

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

Nice To Haves

Masters Preferred

Responsibilities

Serve as a trusted advisor to leadership, translating business strategy into clear, actionable people priorities
Shape and drive an integrated people and organizational strategy, ensuring alignment across partners
Bring an external, forward-looking perspective, leveraging market insights and best practices
Provide strategic guidance on workforce planning, capability building, and organizational effectiveness
Ensure operational support for the organization through a hands-on, practical approach
Lead organizational design, development, and planning at scale, aligning structures and capabilities to strategy
Drive enterprise workforce planning, including scenario planning and long-range talent strategies
Strengthen organizational health through targeted interventions informed by engagement and performance data
Enable talent mobility at scale, facilitating movement across teams, functions, and geographies
Drive an integrated talent and leadership strategy, including succession planning, leadership development, and high-potential identification
Collaborate with HR COEs to design and deploy scalable, innovative talent and development solutions
Enable rigorous talent reviews and development planning, ensuring depth, diversity, and readiness of pipeline
Strengthen leadership capability, accountability, and effectiveness across teams through the implementation of global programs, the creation of custom solutions, and in-line direct coaching
Champion a high-performance, inclusive, and accountable culture, aligned to organizational values
Use engagement and organizational insights to diagnose cultural dynamics and drive targeted actions
Leverage organizational data, workforce analytics, and external benchmarks to shape decisions
Translate data into clear insights and actionable recommendations
Ensure decisions are evidence-based, scalable, and durable
Drive a culture of analytical rigor and continuous improvement
Demonstrate strong attention to detail and operational discipline across all HR processes
Ensure excellence and consistency across performance management, compensation and rewards assessments and cycles, talent reviews and workforce planning
Balance strategy with execution at scale
Identify and address inefficiencies, ensuring continuous improvement.
Provide feedback to partners and COE’s to continue evolution of global programs.
Operate effectively within a global, matrixed HR model, partnering closely with Centers of Excellence and HRBP peers across functions and geographies
Drive alignment and integration across business, functional, and HR priorities
Foster strong, collaborative relationships to enable seamless delivery
Lead and develop one direct report, ensuring clarity, coaching, and development
Role model high standards of performance, collaboration, and accountability
Maintain strong awareness of external trends, leading practices, and competitive benchmarks
Introduce innovative approaches and continuous improvements
Challenge the status quo to enhance organizational effectiveness and talent outcomes