Global Vice President, HR Business Partnering

Clinigen

About The Position

Clinigen is seeking an accomplished Global Vice President, HR Business Partnering to lead its global HR Business Partner organization and help shape the continued evolution of its business and People strategy. This highly visible executive leadership role combines strategic business partnership, commercial judgment, and leadership through growth, transformation, and change. Reporting directly to the Chief Human Resources Officer, the Global VP will lead regional HR Business Partners and work closely with senior leaders across Clinigen. The role translates business priorities into workforce, organization, talent, and leadership strategies, and builds a consistent, commercially focused global HRBP operating model while maintaining appropriate regional expertise.

Requirements

Significant progressive HR leadership experience.
Significant experience leading HR Business Partnering in a complex, global organization.
Experience partnering directly with C-suite executives, business presidents, general managers, or comparable senior leaders.
Strong commercial and financial acumen.
Deep experience in organization design, workforce planning, executive talent, succession, and change.
Experience leading geographically dispersed HR teams.
A track record of navigating transformation, organizational change, and complex talent decisions.

Nice To Haves

Experience in life sciences, pharmaceuticals, healthcare services, or another regulated industry is strongly preferred.
Experience within a private equity-backed or similarly high-growth, performance-oriented environment would be particularly valuable.
M&A and integration experience is highly desirable.

Responsibilities

Lead and develop Clinigen's global and regional HR Business Partner organization.
Act as a trusted strategic partner and advisor to senior business leaders.
Translate business strategy into actionable workforce and people plans.
Lead organization design, strategic workforce planning, and organizational effectiveness initiatives.
Strengthen succession planning, leadership pipelines, and retention of critical talent.
Coach senior leaders and support leadership team effectiveness.
Drive performance, accountability, and manager effectiveness.
Lead the people aspects of significant organizational change, restructuring, integration, and transformation.
Use people data and business insights to identify organizational risks, opportunities, and priorities.
Partner with Talent, Total Rewards, People Operations and HRIS, Talent Acquisition, and Employee Communications and Engagement to deliver integrated solutions.
Build a consistent, commercially focused HRBP operating model globally while ensuring appropriate regional expertise.
Champion a culture of accountability, collaboration, inclusion, and customer focus.