Senior Manager, Human Resources (Commercial Business)

Paratek Pharmaceuticals•King of Prussia, PA

12h•Hybrid

About The Position

At Paratek Pharmaceuticals, you'll join a team united by a shared purpose: improving the lives of patients with serious diseases. Guided by our core values – Purposeful, Passionate, Resourceful, and Collaborative – we empower our employees to make meaningful contributions, collaborate across functions, and help shape the future of our business. As a growing organization, we value curiosity, accountability, and teamwork. We encourage our people to think creatively, embrace new challenges, and solve meaningful business problems together. We believe our people are our greatest strength and are committed to creating an environment where individuals can grow, lead, and make a lasting impact. The Senior Manager, Human Resources serves as a trusted HR Business Partner to Commercial business leaders, translating enterprise and Commercial talent strategies into practical people solutions that support business performance, organizational effectiveness, and employee engagement. Reporting to the Executive Director, Human Resources, this role partners closely with Commercial leaders and collaborates across HR Centers of Excellence to deliver integrated people solutions that advance business priorities. Acting as a trusted advisor, the Senior Manager provides consultation and coaching on talent management, organizational effectiveness, performance management, employee relations, and change management. Success in this role requires balancing strategic thinking with hands-on execution, building strong relationships, and helping leaders navigate people-related opportunities and challenges in a fast-paced, evolving environment. The ideal candidate combines strong business acumen with broad HR expertise and the ability to influence leaders, manage competing priorities, and deliver practical, business-focused HR solutions.

Requirements

Emulates Paratek's core values - Passionate, Purposeful, Collaborative, Resourceful
Bachelor's degree in Human Resources, Business Administration, or a related field required
5+ years of progressive Human Resources experience, including 3+ years supporting business leaders in an HR Business Partner or equivalent HR Generalist role.
Demonstrated experience in talent management, organizational effectiveness, employee relations, leadership coaching, performance management, and change management.
Experience supporting Commercial, sales, or other customer-facing organizations
Strong business and commercial acumen with the ability to translate business priorities into practical people solutions.
Experience leveraging workforce analytics, HR technologies, and business insights to inform recommendations and decision-making.
Experience using HRIS platforms required
Proficiency in Microsoft Office Suite required
Demonstrated curiosity and willingness to leverage emerging technologies, including AI-enabled tools, to improve HR effectiveness, decision-making, operational efficiency, and the employee experience.
Ability to travel approximately 5–10%.

Nice To Haves

Master's degree or HR certification (SHRM-CP/SHRM-SCP, PHR/SPHR) preferred.
experience supporting field-based sales teams preferred.
Pharmaceutical, biotechnology, or healthcare industry experience preferred.
advanced Excel skills and experience with HR analytics, workforce reporting, and data visualization tools preferred.
Workday experience preferred.

Responsibilities

Partner with Commercial leaders to understand business priorities and implement people strategies and HR initiatives that support organizational performance and business objectives.
Provide consultative guidance to leaders on talent management, organizational effectiveness, workforce planning, leadership effectiveness, and employee-related matters.
Build trusted relationships with leaders and employees, providing coaching and practical guidance on people-related issues while fostering a positive and high-performing work environment.
Identify organizational risks, talent gaps, and workforce opportunities, recommending practical solutions and partnering with HR leadership on more complex organizational challenges.
Influence decision-making through trusted business partnership, thoughtful consultation, and data-informed recommendations.
Partner with leaders to assess team effectiveness, organizational needs, and talent priorities, identifying opportunities to improve organizational performance and business outcomes.
Drive adoption of enterprise HR programs and processes across assigned client groups, including the performance lifecycle, talent reviews, succession planning, and compensation planning.
Coach managers and leaders on effective people leadership practices, providing guidance on performance management, talent development, employee engagement, and organizational effectiveness.
Partner closely with HR Centers of Excellence and Commercial leaders to deliver integrated talent solutions that support business priorities.
Support organizational change initiatives by helping leaders navigate change, communicate effectively, and build employee engagement.
Provide guidance and consultation on employee relations matters, performance concerns, workplace investigations, and corrective actions in accordance with Paratek policies.
Ensure fair, consistent, and legally compliant people practices across assigned client groups.
Partner with Legal & Compliance, HR Centers of Excellence, and business leaders to resolve employee relations matters, escalating complex issues as appropriate.
Support leaders in managing organizational risk while balancing business needs and the employee experience.
Promote a culture of accountability, inclusion, collaboration, and continuous improvement.
Partner with leaders to support employee engagement and retention initiatives.
Analyze engagement feedback and workforce trends, helping leaders develop practical action plans.
Champion Paratek's values and contribute to a positive employee experience.
Leverage workforce analytics, business insights, and organizational data to identify trends and support leadership decision-making.
Monitor workforce metrics, including turnover, engagement, and talent outcomes, identifying opportunities for continuous improvement.
Develop practical recommendations using workforce analytics, business trends, and organizational data.
Utilize HR systems, analytics tools, and emerging technologies to improve HR effectiveness and the employee experience.