Vice President, Talent Management
New
United StatesFull-TimeVp
Salary240,000 - 270,000 USD per year
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Job Details
- Experience
- 15+ years
Requirements
- 15+ years of progressive HR or talent leadership experience
- Senior executive-level responsibility
- Proven experience building or scaling a talent function in biotech, pharmaceutical, or life sciences organizations
- Strong track record leading talent strategy through major organizational transformation or growth phases
- Deep expertise across the full talent lifecycle: acquisition, onboarding, engagement, performance, and development
- Experience building or managing distributed or hub-based remote workforce models at scale
- Strong organizational design and workforce planning capabilities in complex, fast-growing environments
- Excellent leadership, communication, and stakeholder management skills at executive level
- Data-driven mindset with experience using HRIS and people analytics tools
- Experience with commercial pharmaceutical hiring (sales, medical affairs, market access)
- Bachelor’s degree required
- Advanced degree or HR certifications (SHRM-SCP, SPHR) preferred
Responsibilities
- Define and execute a comprehensive talent strategy aligned with commercial launch priorities and long-term business growth
- Serve as a strategic advisor to executive leadership on workforce planning, organizational design, and people strategy
- Build, lead, and scale a high-performing talent organization with clear structure, accountability, and performance standards
- Lead end-to-end talent acquisition strategy, including commercial, scientific, medical, and operational hiring at scale
- Develop and strengthen employer branding to position the organization competitively in the biotech talent market
- Design and optimize a remote-first onboarding and integration experience that drives engagement, clarity, and retention
- Oversee performance management, leadership development, succession planning, and career pathing frameworks
- Own employee experience and culture strategy, ensuring strong engagement across a distributed workforce
- Establish workforce planning models and partner with Finance and HR to manage headcount strategy and talent budgets
- Define and govern remote work policies, including hub-based operating models and collaboration frameworks
- Ensure compliance across multi-state employment regulations and HR operational standards
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