Senior Director, Human Resources Business Partner - R&D

Disc Medicine•Massachusetts - Hybrid, MA

31d•$225,000 - $275,000•Hybrid

About The Position

Disc Medicine is a clinical-stage biopharmaceutical company committed to discovering, developing, and commercializing novel treatments for patients who suffer from serious hematologic diseases. We are building a portfolio of innovative, first-in-class therapeutic candidates that aim to address a wide spectrum of hematologic diseases by targeting fundamental biological pathways of red blood cell biology, specifically heme biosynthesis and iron homeostasis. Disc Medicine values collaboration, professional development, and scientific integrity and promotes an inclusive company culture that empowers and inspires. The Sr. Director, HRBP is a newly created role that reflects Disc Medicine's continued growth and commitment to building a strategic HR partnership model. The position serves as a trusted advisor and HR solution provider to leadership across assigned client functions. As the Company's first dedicated HR Business Partner, this individual will establish the HRBP function as a valued partner to senior leaders, providing strategic guidance on organizational effectiveness, talent, performance, and workforce planning. This role offers the opportunity to make an immediate impact by leading the Company's performance management process, facilitating year-end talent calibration, and designing talent development programs that strengthen leadership capabilities and support a high-performance culture. This role supports a distributed workforce of 80 or more employees across multiple states and serves as a member of the functional leadership teams for assigned client groups. As Disc Medicine advances toward late-stage development and commercialization, the Sr. Director, HRBP will partner closely with business leaders to scale the R&D organization and ensure the workforce is aligned to support the Company's evolving business needs. In addition, the role has enterprise-wide responsibility for one or more global HR processes, partnering across HR to develop and execute strategies that strengthen organizational capabilities across the enterprise. This position will report to the Chief Human Resources Officer and work out of our Watertown, MA office. We embrace a flexible workplace that accommodates a mix of in-office and home office work; the successful candidate should be comfortable coming into the office on a weekly basis, exercising judgment to optimize in-person interaction with key stakeholders as needed.

Requirements

Bachelor’s Degree required. Advanced Degree in Human Resources, Organizational Development, or Industrial Relations, MBA preferred
15+ years of HR experience; 10+ years Human Resources Business Partner
5+ years of Human Resources experience within the biopharmaceutical industry, including partnering with executive-level leaders across Research & Development and Technical Operations organizations.
Strong MS Outlook, Word, Excel and PowerPoint skills
High level of integrity and trustworthy
Excellent communication and influencing skills with a demonstrated ability to build relationships with senior and executive leaders
Strong knowledge of organizational development, employment law, employee relations, inclusion, performance management.
The ability to interact with staff (at all levels) in a fast-paced environment, sometimes under pressure, remaining flexible, proactive, resourceful, and efficient, with a high level of professionalism and confidentiality is crucial to this role
Self-motivated, assertive, and self-confident with a strong business acumen and the ability to act with urgency and passion
Proven ability to work with a high level of integrity, accuracy, and attention to detail
Strong organizational skills in order to maintain a high level of productivity, innovation, and priority-setting in order to complete assignments on-time and on-budget
Ability to effectively read and interpret information, present numerical data in a resourceful manner, and skillfully gather and analyze information
Ability to make thoughtful, integrated, timely, and meaningful decisions and take corresponding actions
Resourceful, creative, enthusiastic, and results-oriented approach

Responsibilities

As a strategic leader, directly contribute to corporate success and to strategic planning by developing people-focused solutions for your client groups. You will be responsible for weaving together operations, culture, recruiting, leadership, and total rewards into an aligned “people plan” tailored to the functions you support.
As a member of the Human Resources Leadership Team, ensure that your clients’ people plans are aligned with enterprise HR strategy in support of Disc Medicine’s business objectives.
Develop effective communication and relationships with leaders in client groups; ensure they are empowered with critical talent information and metrics needed to drive the best business decisions and maintain strong employee engagement and the highest ethical standards.
Through active coaching and mentoring, support the organization in continuing to strengthen team performance and excellence in leadership.
Keep abreast of external factors to forecast business and human capital trends that would affect the business.
Create and support an environment where trust, transparency, credibility, and integrity are recognized as key factors in building long-term positive relationships between the organization, its employees, patients, and shareholders and with the communities in which the organization operates.
Contribute to the design of, and delivery of HR-related communications.
Serve as a consultant to employees and managers on a variety of issues such as training needs, performance management, policy interpretations, career development, and other issues impacting productivity or morale.
Provide input into the development, implementation, and administration of HR policies and procedures and their dissemination through various employee communications.
Co-lead a community of practice to bring fit-for-purpose policies, programs and practices into a “field ready” state for the entire Company. Areas of focus may include performance management, HR policy development, organizational design, workforce planning, change management, talent review, employee relations, and leadership development
Curate and maintain relationships with key external implementation partners (training providers, coaches, consultants, external programs).
Work with CHRO to develop and maintain the annual budget for HR-managed offerings.