Senior Director, Talent Acquisition & HRBP

Maze Therapeutics•South San Francisco, CA

4d•$270,000 - $330,000•Onsite

About The Position

We are seeking a Senior Director, Talent Acquisition & HRBP to lead hiring strategy and execution as the company advances its lead program into late‑stage development and prepares for continued organizational growth. This role is critical to ensure we attract, assess, and hire the talent required to deliver on our clinical and corporate priorities, while also serving as a strategic people partner to the business. The Senior Director will work closely with executive leadership, functional leaders, and the broader People team to build scalable, high‑quality hiring capabilities. Depending on the experience, interest, and capabilities of the individual hired, this role will also include Human Resources Business Partner (HRBP) responsibilities for select functions.

Requirements

12+ years of progressive experience in Talent Acquisition and HR leadership roles ideally within biotechnology, life sciences, or other high‑growth environments.
5+ years of people management experience leading teams in a biotech, biopharma, or similarly complex growth-stage environment
Experience hiring across clinical development, technical operations, scientific, regulatory, quality, and corporate functions
Strong judgement as it relates to hiring prioritization, and organizational tradeoffs decisions
Ability to influence senior leaders and operate effectively in a dynamic environment
Experience serving as an HR Business Partner or comfort operating in a hybrid TA/HRBP role

Nice To Haves

Demonstrated success in building and scaling talent acquisition function in late-stage clinical organization

Responsibilities

Own and execute a company‑wide talent acquisition strategy aligned with late‑stage development milestones and growth plans.
Lead, coach, and develop the Talent Acquisition team, including recruiters, coordinators, and other recruiting resources as the organization scales.
Translate business priorities and program timelines into hiring plans and recruiting strategies.
Build proactive pipelines across core biotech talent markets and manage search firms, contractors, and recruiting vendors.
Advise leaders on hiring sequencing, role scoping, and talent tradeoffs as the organization scales.
Partner with functional leaders to recruit for critical clinical, scientific, technical, and operational roles.
Ensure hiring processes are efficient, rigorous, inclusive, and appropriate for a late‑stage biotech environment.
Oversee and manage relationships with external search partners.
Continuously refine Talent Acquisition strategy and practices to ensure a strong candidate experience and high‑quality outcomes.
Collaborate with leadership and translate company milestones, portfolio priorities, and organizational plans into hiring roadmaps, tied to organizational needs.
Provide input into org design discussions related to growth, team structure, and build‑vs‑buy decisions.
Use market data and benchmarks to inform hiring and resourcing decisions.
Serve as an HR Business Partner to designated functions, providing strategic people guidance and support.
Partner with leaders on organizational design, role clarity, team effectiveness, performance management and change management.
Act as a trusted advisor to leaders navigating growth, complexity, and evolving organizational needs.
Role models clear communication and open two-way conversations.
Reinforces an environment where people feel heard and their opinions are valued.
Inspires followership despite differing initial opinions.
Champions collaborations and connections across Maze.
Establishes team norms and expectations.
Seeks opportunities to spotlight team and individual contributions in public forums.
Develops recommendations to seize on opportunities and mitigate obstacles that could impact long-term success.
Coaches others on resource management and work distribution/delegation.
Aligns work to Maze’s strategy, mission, and vision.
Develops staff capabilities to handle delegation of responsibilities.
Encourages staff to develop and execute personal stretch goals.
Identifies and recommends ways to increase inclusive leadership.