Director, US Commercial HRBL and Talent Lead
Scorpion Therapeutics, New Philadelphia, Pennsylvania, United States, 17959
Role Summary
Director, US Commercial HRBL and Talent Lead. This role sits on the U.S. Commercial (USC) HR Leadership Team in a strategic hybrid capacity, delivering HR Business Partnering to senior Commercial leaders and leading the USC Talent Strategy. It drives both near-term business performance and long-term organizational strength. Responsibilities
HR Business Partnering
Serve as a trusted advisor and coach to senior business leaders, influencing people and organizational strategies that enable business growth and high performance. Lead initiatives across org design and effectiveness, workforce planning, talent, culture, capability and change management to support evolving business needs. Build leader capability in career coaching, talent, and performance management. Champion a purpose-driven, inclusive, and high-performing culture through leader capability building and continuous engagement. Support efforts to embed the Learning & Development Hub, promoting the adoption and integration of development resources to strengthen internal capability. Leverage data, technology and analytics to diagnose organizational health, identify opportunities and influence business decisions to drive better outcomes.
U.S. Commercial Talent Lead
Lead the continuous evolution of the Talent Strategy, aligned to enterprise and global business priorities. Drive succession planning and pipeline development for critical and priority roles, addressing capability gaps and implementing differentiated talent strategies to ensure a future-ready workforce. Leverage analytics and strategic insights to strengthen talent pipeline and key talent retention. Partner closely with the Global Commercial HR team to effectively drive global-to-local and local-to-global talent priorities. Responsible for talent development programs including the current US Career Development Early Talent Program and Talent Manager supporting the program.
Qualifications
Required: 10+ years of progressive HR experience, including senior-level HR Business Partnering in a complex, matrixed organization. Required: Demonstrated experience partnering with senior leaders (SVP/VP level or equivalent), influencing organizational, talent, and workforce decisions. Required: Proven track record in talent strategy, including succession planning, pipeline development, and capability building for critical roles. Required: Analytical capability, with experience leveraging workforce data, talent analytics, and insights to inform decision-making and drive business outcomes. Required: Change leadership experience, including organizational design, workforce transformation, and culture evolution in fast-moving environments. Required: Exceptional communication, influencing, and coaching skills, with the ability to translate complex people topics into clear, actionable insights for business leaders. Preferred: Experience in U.S. Commercial, Life Sciences, or highly regulated industries, with exposure to sales, marketing, market access, or field-based organizations. Preferred: Technology-forward HR mindset, with experience adopting or embedding digital HR platforms, learning ecosystems, or AI-enabled tools to scale talent and capability. Preferred: Demonstrated innovation in talent practices, including differentiated approaches to succession, capability development, and internal mobility. Preferred: Experience partnering globally, working across global-to-local and local-to-global talent strategies. Preferred: Change agility and systems thinking, with the ability to anticipate future capability needs and design proactive talent solutions. Preferred: Credibility as a thought partner, able to challenge conventional thinking, influence without authority, and bring an external, future-focused perspective to the business. Preferred: Experience leading or supporting early-career or enterprise talent programs (e.g., early talent, leadership development, or rotational programs). Education
Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
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Director, US Commercial HRBL and Talent Lead. This role sits on the U.S. Commercial (USC) HR Leadership Team in a strategic hybrid capacity, delivering HR Business Partnering to senior Commercial leaders and leading the USC Talent Strategy. It drives both near-term business performance and long-term organizational strength. Responsibilities
HR Business Partnering
Serve as a trusted advisor and coach to senior business leaders, influencing people and organizational strategies that enable business growth and high performance. Lead initiatives across org design and effectiveness, workforce planning, talent, culture, capability and change management to support evolving business needs. Build leader capability in career coaching, talent, and performance management. Champion a purpose-driven, inclusive, and high-performing culture through leader capability building and continuous engagement. Support efforts to embed the Learning & Development Hub, promoting the adoption and integration of development resources to strengthen internal capability. Leverage data, technology and analytics to diagnose organizational health, identify opportunities and influence business decisions to drive better outcomes.
U.S. Commercial Talent Lead
Lead the continuous evolution of the Talent Strategy, aligned to enterprise and global business priorities. Drive succession planning and pipeline development for critical and priority roles, addressing capability gaps and implementing differentiated talent strategies to ensure a future-ready workforce. Leverage analytics and strategic insights to strengthen talent pipeline and key talent retention. Partner closely with the Global Commercial HR team to effectively drive global-to-local and local-to-global talent priorities. Responsible for talent development programs including the current US Career Development Early Talent Program and Talent Manager supporting the program.
Qualifications
Required: 10+ years of progressive HR experience, including senior-level HR Business Partnering in a complex, matrixed organization. Required: Demonstrated experience partnering with senior leaders (SVP/VP level or equivalent), influencing organizational, talent, and workforce decisions. Required: Proven track record in talent strategy, including succession planning, pipeline development, and capability building for critical roles. Required: Analytical capability, with experience leveraging workforce data, talent analytics, and insights to inform decision-making and drive business outcomes. Required: Change leadership experience, including organizational design, workforce transformation, and culture evolution in fast-moving environments. Required: Exceptional communication, influencing, and coaching skills, with the ability to translate complex people topics into clear, actionable insights for business leaders. Preferred: Experience in U.S. Commercial, Life Sciences, or highly regulated industries, with exposure to sales, marketing, market access, or field-based organizations. Preferred: Technology-forward HR mindset, with experience adopting or embedding digital HR platforms, learning ecosystems, or AI-enabled tools to scale talent and capability. Preferred: Demonstrated innovation in talent practices, including differentiated approaches to succession, capability development, and internal mobility. Preferred: Experience partnering globally, working across global-to-local and local-to-global talent strategies. Preferred: Change agility and systems thinking, with the ability to anticipate future capability needs and design proactive talent solutions. Preferred: Credibility as a thought partner, able to challenge conventional thinking, influence without authority, and bring an external, future-focused perspective to the business. Preferred: Experience leading or supporting early-career or enterprise talent programs (e.g., early talent, leadership development, or rotational programs). Education
Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
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