Senior Director, HRBP - Commercial

Amylyx Pharmaceuticals•Cambridge, MA

1d•Hybrid

About The Position

The Senior Director, HR Business Partner (HRBP) for the Commercial Organization is a strategic leadership role reporting to the SVP, Human Resources and Talent Acquisition. This individual will partner closely with the Chief Commercial Officer (CCO) and Commercial Leadership Team to build, scale, and optimize a high-performing commercial function. The role involves serving as a trusted advisor, aligning people strategies with business objectives to support successful commercialization, including both corporate and field-based teams. This position will be hired in advance of commercial scale-up and top-line data, within a lean and evolving organization. While primarily focused on the Commercial function, the Senior Director will initially operate as a broad HR Business Partner across the enterprise, flexing support across Clinical, Technical Operations, and G&A as needed. The role requires comfort operating in a highly dynamic, resource-constrained environment, balancing strategic leadership with hands-on execution. As the organization evolves through key clinical and commercial milestones, this role is expected to scale in scope and impact, transitioning from a broad, hands-on HR Business Partner role to a more dedicated commercial HR leadership position.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field
Minimum of 15+ years of progressive HR experience, including significant HR Business Partner leadership roles
Demonstrated experience partnering with a Chief Commercial Officer and senior commercial leadership in building and scaling commercial organizations while being willing to operate beyond a single function and support enterprise-wide needs
Proven success supporting both corporate and field-based teams, including sales organizations
Experience within biotechnology or pharmaceutical industry
Comfortable navigating ambiguity and shifting priorities, with a willingness to take on both strategic and hands-on HR responsibilities across multiple functions
Deep expertise in organizational design, talent management, and change leadership in high-growth environments
Strong business acumen with the ability to translate strategy into actionable HR initiatives

Nice To Haves

Master’s degree (MBA, MS, or equivalent) strongly preferred
Rare disease experience strongly preferred

Responsibilities

Serve as the primary HR partner to the CCO and Commercial Leadership Team, providing strategic counsel on organizational effectiveness, talent, and culture
Contribute to the development and execution of the commercial strategy by aligning HR initiatives with business priorities
Act as a thought partner on scaling the organization from pre-commercial to fully commercial operations
Lead the design and implementation of the commercial organizational structure, including headquarters and field-based teams (e.g., sales, market access, patient services, marketing)
Support workforce planning aligned to launch readiness, market expansion, and long-term growth
Drive role clarity, spans and layers optimization, and organizational efficiency
Partner with leadership to attract, retain, and develop top commercial talent, including building leadership capability across the organization
Guide succession planning and leadership development initiatives
Coach senior leaders on performance management, team effectiveness, and change leadership
Collaborate with Total Rewards to design and implement competitive compensation and incentive programs aligned with commercial goals (including sales incentives and LTI structures)
Support performance management processes aligned to corporate and commercial objectives, ensuring the foundational elements of a high-performing commercial culture are in place, including clear goal-setting, accountability, and differentiated performance outcomes
Champion a high-performance, patient-centric culture aligned with company values
Lead change management initiatives to support rapid growth and evolving business needs
Ensure strong employee engagement across both corporate and geographically dispersed field teams
Provide guidance on complex employee relations matters with sound judgment and business alignment
Ensure compliance with all applicable employment laws and company policies, particularly within a distributed field organization