Executive Director, HR Business Partner - Respiratory

Insmed Incorporated

23h • $247,000 - $337,000 • Hybrid

About The Position

At Insmed, every moment and every patient counts — and so does every person who joins in. As a global biopharmaceutical company dedicated to transforming the lives of patients with serious and rare diseases, you’ll be part of a community that prioritizes the human experience, celebrates curiosity, and values every person’s contributions to meaningful progress. That commitment has earned us recognition as Science magazine’s No. 1 Top Employer for five consecutive years, certification as a Great Place to Work® in the U.S., and a place on The Sunday Times Best Places to Work list in the UK. For patients, for each other, and for the future of science, we’re in. Are you? About the Role: The Executive Director, HR Business Partner - Respiratory serves as a forward-looking strategic advisor to Respiratory Therapeutic Area leadership and the Portfolio Strategy & Operational Excellence teams, aligning people strategy with evolving business priorities as our new operating model is embedded throughout the organization. This role is a critical steward of our culture, partnering with leaders to reinforce organizational values, fostering an engaging workplace, leveraging data-driven insights, digital HR capabilities, and an inclusive, employee-centric approach to shape a high-performing, agile organization. Operating at the intersection of business transformation and human capital strategy, they cultivate trusted partnerships across all levels, influencing decision-making to enhance organizational effectiveness, employee engagement, and long-term retention. The role champions modern workforce practices, including skills-based workforce planning and leadership pipeline acceleration. Key areas of impact include future-focused workforce planning, integrated talent management and succession strategies, enterprise change leadership, organizational design for agility and scale, continuous performance enablement, and proactive employee relations. This leader also plays a critical role in navigating evolving workplace trends.

Requirements

• You have a Bachelor’s Degree – concentration in Human Resources Management or Organizational Development a plus.
• You also have a minimum of 12 years of Human Resources experience, including 5 years of experience in a Pharmaceutical/Biotech environment and experience working with teams that support late-stage and approved products
• Proven track record of leading HR strategy in dynamic, matrixed environments undergoing transformation and growth
• Strong business acumen with the ability to translate enterprise strategy into actionable people strategies that drive measurable outcomes
• Deep expertise in employee relations, with the ability to manage complex, sensitive situations with sound judgment and discretion
• Strong knowledge of employment laws and regulations, particularly within regulated environments
• Exceptional interpersonal and communication skills, with the ability to build trust and credibility across all levels of the organization; ability to handle confidential information with discretion
• Experience with HR technologies (e.g., HCM systems, talent platforms) and emerging tools such as AI-enabled HR solutions; experience with Workday a plus
• Ability to translate data into compelling narratives and actionable strategies
• Strong background in organizational design, operating model evolution, and driving organizational effectiveness
• Excellent reasoning, problem-solving and conflict resolution skills
• Effective project management skills with the ability to balance multiple priorities at once
• Highly organized with a strong attention to detail, clarity, accuracy, and conciseness
• Highly proficient in Microsoft Office (Word, Excel, PowerPoint, Outlook)
• This role requires domestic travel of approximately 10% based on business needs.
• This is a hybrid role based out of our Bridgewater, NJ Headquarters.

Responsibilities

• Strategic Business Partnership Translate business strategy into forward-looking people priorities, enabling organizational agility, innovation, and performance.
• Leverage external market insights and internal data to anticipate workforce trends and inform executive decision-making.
• Workforce Planning & Organizational Design Drive operating model evolution to support innovation, speed, and patient-centric outcomes.
• Lead organizational design initiatives that promote scalability, efficiency, and cross-functional collaboration.
• Leveraging internal skills-based career framework model, ensuring the organization has the capabilities needed for future success.
• Partner with business leaders to identify talent gaps and implement proactive hiring, reskilling, and upskilling strategies.
• Utilize people analytics and predictive modeling to drive scenario planning and workforce optimization.
• Performance, Talent Management, & Leadership Development Champion performance management practices fostering continuous feedback; partner with leaders to set clear expectations, align goals, and differentiate performance effectively.
• Execute integrated talent strategies, including succession planning, leadership pipeline development, and high-potential programs.
• Champion a culture of continuous learning, leveraging digital learning platforms and personalized development pathways.
• Coach senior leaders on talent decisions, team effectiveness, and leadership capabilities.
• Engagement, Culture, & Organizational Transformation Act as a change leader, through ongoing evolution amongst organizational growth.
• Equip leaders with tools and capabilities to lead through ambiguity and continuous change.
• Foster a high-performance, inclusive culture that prioritizes employee engagement, belonging, and well-being.
• Translate employee feedback and engagement data into actionable insights and measurable improvements.
• Employee Relations & Risk Management Provide strategic oversight and guidance on complex employee relations matters, ensuring fair, consistent, and compliant outcomes.
• Proactively identify organizational risks and implement mitigation strategies to protect culture and business continuity.
• Ensure alignment with legal and regulatory requirements while maintaining a positive employee experience.
• HR Innovation & Digital Enablement Champion the adoption of HR technologies, including AI-driven tools and digital platforms, to enhance efficiency and employee experience.
• Utilize people analytics dashboards and insights to inform strategy and measure impact.
• Continuously evaluate and evolve HR practices to reflect emerging trends and best-in-class standards.
• Team Leadership Lead a team of HR Business Partners, in line with our organizational values and ‘To Be List’.
• Create professional development and growth pathways for team members.
• Coach team through evolution of organizational needs, including prioritization of HR- and business-driven initiatives.

Benefits

• Comprehensive medical, dental, and vision coverage and mental health support, annual wellbeing reimbursement, and access to our Employee Assistance Program (EAP)
• Generous paid time off policies, fertility and family-forming benefits, caregiver support, and flexible work schedules with purposeful in-person collaboration
• 401(k) plan with a competitive company match, annual equity awards, and participation in our Employee Stock Purchase Plan (ESPP), and company-paid life and disability insurance
• Company Learning Institute providing access to LinkedIn Learning, skill building workshops, leadership programs, mentorship connections, and networking opportunities
• Employee resource groups, service and recognition programs, and meaningful opportunities to connect, volunteer, and give back

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Number of Employees: 501-1,000 employees