Human Resources Business Partner Senior Director

We areseekingastrategic influential and business-savvyHR BusinessPartnerSeniorDirectorto support theBiopharmaceutical Sciences & Manufacturing Organization (BSMO)at Vertex during a pivotal phase of growth and 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 influenceoperatingas 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 unitsleadership 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 functionsorganizational structure to support growth new capabilities and globalization (for examplestanding 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 organizations 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 BSMOs senior levels. Establish and refine management and talent practices that drive a high-performanceagile 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 BSMOs strategicobjectivesand culture roadmap. Lead change management efforts for major initiativessuch asnetwork expansions technology transfers organizational restructurings or portfolio pivotsby 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 environmentswith 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:

• Bachelors 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.

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