Vice President, Talent Management

Mineralys Therapeutics

4h•$240,000 - $270,000•Remote

About The Position

Mineralys Therapeutics is a clinical-stage biopharmaceutical company focused on developing medicines to target hypertension and related comorbidities. Its initial product candidate, lorundrostat, is a proprietary, orally administered, highly selective aldosterone synthase inhibitor. Mineralys is headquartered in Radnor, Pennsylvania, and operates a fully remote, hub-based model with organizational anchors in Philadelphia, Boston, and Boulder. The Vice President, Talent Management is a transformational leader responsible for designing, building, and leading a best-in-class, full-lifecycle talent organization. This role is critical as the company transitions from a development-stage to a commercial enterprise, requiring the architect of the talent strategy to attract, develop, engage, and retain exceptional people. The VP, Talent will be a trusted advisor and a champion of the company's culture and values, building scalable systems from the ground up and leveraging hubs as cultural and community touchpoints.

Requirements

15+ years of progressive HR/talent leadership experience, with at least 7 years in a senior leadership role
Demonstrated experience building or significantly scaling a talent function within a life sciences, biotech, or biopharma organization
Experience supporting or leading talent strategy through a major organizational inflection point
Proven track record of designing and implementing talent acquisition functions that successfully hired across commercial, scientific and operational functions under time pressure
Deep expertise across the full talent lifecycle: acquisition, onboarding, performance management, development, engagement and retention
Demonstrated experience building or leading a hub-based remote or fully distributed workforce, with a track record of maintaining high engagement, performance and retention in a virtual environment
Data-driven mindset with proficiency in HRIS platforms and people analytics tools
Exceptional communication skills — written and verbal — with the ability to inspire and align diverse audiences
Bachelor's degree required
Familiarity with field force hiring (sales, MSLs, market access) and the compliance considerations unique to pharmaceutical commercial organizations

Nice To Haves

Advanced degree in Human Resources, Organizational Psychology, Business Administration, or related field preferred
Background in organizational design and change management within a distributed workforce model
Familiarity with the Philadelphia, Boston, and/or Boulder biotech talent markets
SHRM-SCP, SPHR, or equivalent certification

Responsibilities

Develop and execute a comprehensive talent strategy aligned to the company's commercial launch priorities and long-range business plan
Serve as a thought partner and advisor to the executive leadership team on all matters related to people, organizational design and workforce planning
Lead a high-performing talent team, establishing clear roles, accountabilities and a culture of excellence within the function
Establish talent metrics, KPIs and dashboards that provide data-driven insights to inform business decisions and demonstrate ROI of talent investments
Architect and lead a proactive, full-cycle talent acquisition function capable of scaling rapidly to support commercial launch hiring across commercial, medical affairs, market access and G&A functions
Champion and amplify a compelling employer brand that distinguishes Mineralys in a competitive biotech talent market
Develop a hub-anchored sourcing strategy centered around our Philadelphia, Boston and Boulder locations, while drawing from the broader national talent pool for roles suited to fully distributed workforce
Develop strategic sourcing pipelines and partnerships with executive search firms to access top-tier talent across all three hub markets and beyond
Design a remote-first onboarding experience that intentionally builds cultural connection, peer relationships and role clarity in the absence of daily physical presence — including digital welcome journeys and manager-led integration rituals
Establish role-specific onboarding tracks, with particular rigor for commercial field, medical and leadership hires, that reflect the complexity and compliance requirements of a commercial-stage biopharmaceutical organization
Implement 30/60/90-day check-in frameworks and early-tenure engagement touchpoints to identify and address integration risks
Oversee the design of a modern performance management philosophy balances accountability with growth, grounded in regular feedback, meaningful coaching conversations and a shared commitment to continuous development
Oversee a leadership development infrastructure including competency frameworks, succession planning and high-potential identification that grows our leaders from within
Partner with functional heads to identify capability gaps and design targeted learning and development interventions, including both internal programs and curated external resources
Oversee the establishment of career pathing frameworks across functions to create visibility into growth opportunities and improve retention of high performers
Own the end-to-end employee experience with a relentless focus on creating an environment where talented people choose to do their best work
Serve as a steward and amplifier of company culture — partnering with leadership to articulate, reinforce and evolve cultural norms as the organization grows
Architect a remote employee experience that proactively addresses the unique challenges of distributed work — including digital fatigue, social isolation and access to leadership visibility — through purposeful virtual engagement programming and inclusive communication practices
Establish remote-specific recognition practices and virtual moments of connection that build belonging and reinforce culture regardless of where employees are located
Design and administer engagement surveys, pulse checks and listening mechanisms that generate actionable insight; ensure leaders are equipped and accountable to act on feedback
Build recognition and rewards programs — both formal and informal — that celebrate achievement, reinforce values and create a culture of appreciation
Partner with the HR Business Partner, Finance, and functional leaders to develop dynamic workforce plans that balance near-term hiring urgency with long-term organizational design discipline
Advise on organizational structure decisions, span-of-control optimization and role design as the company scales through launch and beyond
Develop and manage headcount and talent acquisition budgets with financial rigor and strategic prioritization
Establish and govern Mineralys' hub-based remote work policies, ensuring clarity, consistency and equity across all employee populations
Design frameworks that define when and how hub presence is expected or encouraged, balancing flexibility with the cultural and collaborative benefits of in-person connection
Collaborate closely with the Total Rewards function to ensure compensation, equity and benefits programs are competitive, equitable and aligned to talent attraction and retention goals
Conduct regular competitive benchmarking against the biotech/biopharma peer set and make recommendations to maintain market competitiveness
Ensure all talent practices comply with applicable employment laws and regulations
Manage the regulatory complexity of a hub-based remote, multi-state workforce including state-by-state employer registration, varying leave and wage laws, pay transparency mandates and remote work policy governance
Establish compliant, auditable processes for documentation, background screening, licensure verification and records management