Human Resources Business Partner Senior Director

Job Description

Job Description

We are seeking a strategic, influential, and business‑savvy HR Business Partner Senior Director to support the Biopharmaceutical Sciences & Manufacturing Organization (BSMO) at Vertex during a pivotal phase of growth and innovation. In this role, you will act as the key HR leader and strategic advisor to senior executives across one or more major BSMO sub‑functions. Reporting to the Executive Director, HRBP Lead for BSMO, you will help shape organizational strategy, culture, and workforce plans that drive critical business outcomes and scientific advancement.

This is a senior individual contributor position that leads through influence, operating as a consultative partner by aligning cross‑functional stakeholders and leveraging HR centers of excellence to deliver integrated people solutions. This highly visible role offers an exceptional opportunity to impact an end‑to‑end biotech organization and provides a pathway to broader HR leadership responsibilities.

• Strategic HR Partner & Enterprise Influencer: Serve as the primary HR partner to senior leaders of assigned BSMO areas, translating their business strategies into a prioritized, integrated people and organizational plan. Sit on the respective unit's leadership team and influence executive decision-making by providing clear options, risk/benefit analyses, and data‑backed recommendations that connect talent strategies to operational, quality, safety, and cost outcomes.
• Organizational Design & Growth Enablement: Act as a chief architect of organizational design and transformation in a rapidly scaling, complex manufacturing and technical development environment. Lead the evolution of the function's organizational structure to support growth, new capabilities, and globalization (e.g., standing up new technical capabilities, optimizing organization spans and layers, and clarifying governance and decision‑making interfaces). Partner with business leaders to identify and build critical workforce capabilities, closing skill gaps through targeted build/buy/borrow talent strategies.
• Workforce Planning & Succession Strategy: Own the multi‑year strategic workforce plan for the function, aligned with the organization's long‑range business strategy, capacity forecasts, and budget. Define workforce requirements (headcount, skills, location strategy, etc.) to ensure the function can meet current and future demands. Proactively identify critical roles and drive robust succession planning for key leadership and technical positions, cultivating a diverse talent pipeline and actionable development plans that ensure continuity in a regulated environment.
• Talent Development & Leadership Excellence: Elevate leadership and team performance within BSMO's senior levels. Establish and refine management and talent practices that drive a high‑performance, agile culture. Provide coaching to leaders navigating growth and organizational 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 support succession and retention of top talent.
• Culture, Engagement & Change Leadership: Champion a culture of innovation, inclusion, and continuous improvement across the function. Diagnose organizational health and culture needs in line with BSMO's strategic objectives and culture roadmap. Lead change management efforts for major initiatives—such as network 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 visible change agent and advisor to leaders and employees alike, ensuring changes are implemented effectively and sustainably.
• People Analytics & Decision Support: Leverage advanced people analytics and insights to inform talent and organizational decisions. Monitor key workforce metrics (e.g., attrition in critical roles,…