Senior Director, Leader and Org Enablement

Madrigal Pharmaceuticals•Waltham, PA

1d•Onsite

About The Position

Madrigal is a biopharmaceutical company focused on delivering novel therapeutics for metabolic dysfunction-associated steatohepatitis (MASH), a serious liver disease that can progress to cirrhosis, liver failure, need for liver transplantation and premature mortality. Every member of our Madrigal team is connected by our shared purpose: leading the fight against MASH. Madrigal’s medication, Rezdiffra (resmetirom), is a once-daily, oral, liver-directed THR-β agonist designed to target key underlying causes of MASH. Rezdiffra is the first and only medication approved by both the FDA and European Commission for the treatment of MASH with moderate to advanced fibrosis (F2 to F3). An ongoing Phase 3 outcomes trial is evaluating Rezdiffra for the treatment of compensated MASH cirrhosis (F4c). Our success is driven by our people. We are building a dynamic, inclusive, and high-performing culture that values scientific excellence, operational rigor, and collaboration. To support our continued growth, we are strengthening our workforce strategy to ensure we have the right talent, at the right time, in the right way. Lead the execution of enterprise talent strategies that build leadership capability, enable AI-driven workforce transformation, strengthen succession pipelines, enhance performance ownership, and leverage people analytics to drive business outcomes. This role partners closely with HR Business Partners, HR CoE’s and business leaders to ensure talent practices align with organizational strategy and future workforce needs.

Requirements

Bachelor's degree required
Senior Director:15+ years progressive HR/Talent Management experience, including enterprise-level strategy leadership and facilitation
Experience leading leadership development, succession planning, talent management, or organizational development initiatives.
Experience partnering with HRBPs and senior executives.
Experience leading change and transformation initiatives.
Experience using HR analytics to influence business decisions.
Experience with AI-enabled HR technologies and digital transformation
Role requires travel

Responsibilities

Design and implement enterprise leadership development strategy.
Build scalable leadership programs for new, mid-level, and senior leaders.
Assess leadership capability and identify development priorities.
Partner with HRBP and business leaders to strengthen leadership effectiveness and organizational capability.
Evaluate program impact and continuously improve learning experiences.
Develop and execute people strategies that support AI adoption and workforce transformation.
Identify capability gaps created by AI and emerging technologies.
Partner across HR, IT, and business functions to redesign work, roles, and skills.
Drive change management initiatives that improve AI adoption and employee readiness.
Evaluate and introduce AI-enabled talent solutions and HR technologies.
Build AI-enabled workflows across talent management, leadership development, performance management and workforce planning by designing effective partnerships between people and AI agents.
Lead enterprise talent review and succession planning processes in partnership with HRBPs.
Develop succession pipelines for critical leadership and business-critical roles.
Create strategies to identify and accelerate high-potential talent.
Ensure talent decisions are data-driven, equitable, and aligned with future business needs.
Monitor organizational bench strength and succession readiness.
Evolve the organization's performance management philosophy towards performance ownership, goals, continuous feedback and accountability.
Design processes that encourage meaningful performance conversations and coaching.
Partner with leaders to strengthen goal setting, performance differentiation, and development planning.
Improve manager capability in performance coaching and continuous feedback.
Develop dashboards and metrics to evaluate talent health.
Translate workforce data into actionable insights for senior leadership.
Monitor trends in engagement, retention, mobility, succession, performance, and leadership effectiveness.
Use predictive analytics to inform workforce planning and talent investment decisions.
Present executive-ready insights and recommendations.