Human Resources Business Partner Senior Director, ...

Job Description We areseekingastrategic, influential, and business-savvyHR BusinessPartnerSeniorDirectorto support theBiopharmaceutical Sciences & Manufacturing Operations (BSMO) teamat Vertex during a pivotal phase of growth and innovation. In this role, you will act as thekey HR leader and strategic advisorto senior executives across one or more major BSMO sub-functions.Reporting to the Executive Director, HRBPLeadfor BSMO, you will helpshape organizational strategy, culture, and workforce plansthat drive critical business outcomes and scientific advancement. This is a senior individual contributor position thatleads through influence-operatingas aconsultative partnerby aligning cross-functional stakeholders andleveragingHR centers of excellence to deliver integrated people solutions. This highly visible role offers anexceptional opportunity toimpactan end-to-end biotech organizationand provides apathway to broader HR leadershipresponsibilities. Key Duties and Responsibilities: Strategic HR Partner & Enterprise Influencer:Serve as the primary HR partner to senior leaders of assigned BSMO areas, translating theirbusiness strategies into a prioritized, integrated people and organizational plan.Sit on therespective unit'sleadership teamand influence executive decision-making byprovidingclear options, risk/benefit analyses, and data-backed recommendationsthat connect talent strategies to operational, quality, safety, and cost outcomes. Organizational Design & Growth Enablement:Act as a chief architect of organizational design and transformationina rapidly scaling, complex manufacturing and technical development environment. Lead the evolution ofthe function'sorganizational structure to support growth, new capabilities, and globalization (for example,standing up new technical capabilities, optimizing organization spans and layers, and clarifying governance and decision-making interfaces). Partner with business leaders toidentifyandbuild critical workforce capabilities, closing skill gaps through targeted build/buy/borrow talent strategies. Workforce Planning & Succession Strategy:Own the multi-year strategic workforce planforthe function, aligned with the organization's long-range business strategy, capacity forecasts, and budget. Define workforce requirements (headcount, skills, location strategy, etc.) to ensurethe functioncan meet current and future demands. Proactivelyidentifycritical roles and drive robustsuccession planningfor key leadership and technical positions, cultivating adiverse talent pipelineand actionable development plans that ensure continuity in a regulated environment. Talent Development & Leadership Excellence:Elevate leadership and team performancewithin BSMO's senior levels. Establish and refine management and talent practices that drive a high-performance,agile culture. Provide coaching to leaders navigating growth andorganizational inflection points, helping them raise the performance bar with clarity and fairness. Partner with Talent Management and Learning & Development to design and implement programs for high-potential talent, technical career paths, leadership development, and other initiatives that supportsuccession and retentionof top talent. Culture, Engagement & Change Leadership:Champion aculture of innovation, inclusion, and continuous improvementacrossthe function.Diagnose organizational health and cultureneeds in line with BSMO's strategicobjectivesand culture roadmap. Lead change management efforts for major initiatives-such asnetwork expansions, technology transfers, organizational restructurings, or portfolio pivots-by creating clear cases for change, stakeholder engagement plans, communications strategies, and metrics to track adoption and impact. Act as a visiblechange agentand advisor to leaders and employees alike, ensuring changes are implemented effectively and sustainably. People Analytics & Decision Support:Leverage advancedpeopleanalytics and insightsto inform talent and organizational decisions. Monitor key workforce metrics (e.g., attrition in critical roles, staffing levels for 24/7 operations, talent pipeline health) and presentdata-driven narrativesthat drive strategic action. Translate complex data into clear, compelling stories for leadership to shape investments in people and organizational capabilities. Use predictive analytics and industry benchmarks toanticipatefuture talent trends and proactively address challenges. HR Program Leadership & Operations Governance:Orchestrate with HR Centers of Excellence (Talent Acquisition, Total Rewards, People Experience, Talent Management, Strategic Analytics, etc.) todesign and deploy integrated HR solutions at speed. Ensureflawless execution andcontribute tocontinuous improvement of core HR processes- such as performance management, succession reviews, talent calibration, compensation planning, and employee feedback/action planning - with an emphasis onfairness, transparency, and business relevance.Identifyopportunities to streamline HR processes and contribute to enterprise HR projects (for example, improving headcount planning, HR technology implementations, or diversity and inclusion initiatives).Mentor and provide thought leadership to junior HRBPsand other HR team members, fostering a collaborativeOneHRapproach across the organization. Knowledge and Skills: Recognizedexpertin business strategy and organizational effectiveness, with proven ability to influence senior executives and shape sub-functional priorities. Deep understanding of technical environments,with experience working in a regulated environment. Advancedproficiencyinchange leadership, culture transformation, and strategic planning. Strong business acumenand ability to translate strategies into measurable business outcomes. Exceptional communication andinfluencing skills; ability to negotiate and shape opinions of senior leaders. Expertiseinleveragingdata-driven insights andstorytelling to inform decisions and drive transformation. Education and Experience: Bachelor's degree in Human Resourcesor related discipline, or equivalent professional experience. Typically requires 12+ years of progressive HR experience, including significant leadership responsibility and experience in complex, multi-site scientific organizations. Demonstrated success in leading through subordinate managers and influencing sub-function strategy. #LI-LE1 Pay Range: $227,200 - $340,800 Disclosure Statement: The range provided is based on what we believe is a reasonable estimate for the base salary pay range for this job at the time of posting. This role is eligible for an annual bonus and annual equity awards. Some roles may also be eligible for overtime pay, in accordance with federal and state requirements. Actual base salary pay will be based on a number of factors, including skills, competencies, experience, and other job-related factors permitted by law. At Vertex, our Total Rewards offerings also include inclusive market-leading benefits to meet our employees wherever they are in their career, financial, family and wellbeing journey while providing flexibility and resources to support their growth and aspirations. From medical, dental and vision benefits to generous paid time off (including a week-long company shutdown in the Summer and the Winter), educational assistance programs including student loan repayment, a generous commuting subsidy, matching charitable donations, 401(k) and so much more. Flex Designation: Hybrid-Eligible Or On-Site Eligible Flex Eligibility Status: In this Hybrid-Eligible role, you can choose to be designated as: 1. Hybrid: work remotely up to two days per week; or select 2. On-Site: work five days per week on-site with ad hoc flexibility. Note: The Flex status for this position is subject to Vertex's Policy on Flex @ Vertex Program and may be changed at any time. #LI-Hybrid Company Information Vertex is a global biotechnology company that invests in scientific innovation. Vertex is committed to equal employment opportunity and non-discrimination for all employees and qualified applicants without regard to a person's race, color, sex, gender identity or expression, age, religion, national origin, ancestry, ethnicity, disability, veteran status, genetic information, sexual orientation, marital status, or any characteristic protected under applicable law. Vertex is an E-Verify Employer in the United States. Vertex will make reasonable accommodations for qualified individuals with known disabilities, in accordance with applicable law. Any applicant requiring an accommodation in connection with the hiring process and/or to perform the essential functions of the position for which the applicant has applied should make a request to the recruiter or hiring manager, or contact Talent Acquisition at ApplicationAssistance@

Created: 2026-03-04