Director, Human Resources
Agios is a biopharmaceutical company focused on providing medicines for some of the world’s most challenging diseases.
We’re committed to applying our scientific leadership in cellular metabolism to transform the lives of patients with genetically defined diseases (GDD), encompassing both rare and more common diseases, and mining the extensive potential in the PK platform.
We are leading the way in advancing PKR activation for hemolytic anemias, including pyruvate kinase (PK) deficiency, thalassemia and sickle cell disease, and have demonstrated a strong commitment to these patient communities.
We continue to foster a productive research engine that yields new insights and potential therapeutic approaches.
We’re a company that cares about our work, each other, and the people who are counting on us the most.
We’re inspired to think big and welcome the different perspectives and backgrounds needed to deliver extraordinary results.
We’re driven to be our best selves, together, so we can reach for the Other Side of Possible.
Agios Pharmaceuticals is searching for a senior HR Leader to join our team.
This role will serve as a lead HR Business Partner for Research and Early Development team and will play a pivotal role in furthering the people and culture strategy across Agios.
The ideal candidate is committed to fostering a patient-centric culture, can partner effectively with various functional leaders and cross-functional teams, and has the ability to adapt and thrive in a fast-paced environment.
Key Responsibilities
- Strategic Partnership: Lead human resources initiatives that drive results and accelerate innovation.
Align strategic and tactical business plans into a practical and effective human resource agenda.
Support and enable partnered organizations by providing expertise on all HR aspects of the business.
Partner with senior leaders to develop and implement solutions to organizational and people-related challenges based upon HR expertise and in-depth understanding of the business.
Provide leadership on matters of performance management, effective communication, organizational change and the creation of a winning culture.
Develop and implement change management initiatives which facilitate/enable organizational growth and transformation and effect continuous improvement.
Establish credibility throughout the organization and position self as an effective problem solver of people and organizational issues.
Coach and develop leaders, supporting them while engaging in critical people activities and enabling them to make sound decisions.
- Organization Effectiveness: Develop and implement organizational development/design strategies which align with business aspirations and drive optimal business results.
Partner with management to remove barriers in order to drive operational transformation across all areas of the business.
Lead the effort for continuous improvement of leadership capability and organizational efficiency.
- Talent Acquisition: Partner with senior leaders to develop proactive organizational staffing strategies to recruit and retain top caliber talent in a high-performance environment.
- Reward and Recognition: In partnership with HR colleagues and functional leadership, develop and implement progressive and competitive total reward programs and practices which provide motivation, incentives and rewards for effective employee performance.
- Employee Relations: Act as senior advisor on all employee relations issues and effectively communicate to all levels of employees.
Facilitate employee conflict resolution and the reduction of employee relations issues with a pragmatic approach grounded in business need and results.
Handle sensitive matters with confidentiality and executive maturity.
- Performance Management: Develop, strengthen and implement appropriate programs to facilitate optimal performance of all employees.
Manage performance evaluation system in pursuit of a culture of accountability and results-orientation, linking organizational and employee performance.
Provide ongoing direct and actionable performance coaching and feedback to the organization’s leaders.
Oversee annual performance management cycle and compensation planning.
- People Strategy: Contribute to the creation and execution of the company wide people and culture strategy.
Minimum Qualifications
- 10+ years broad and progressive human resources experience including direct involvement with senior business executives in high-growth environments in organizations recognized for best practices in HR.
Must have depth of HR experience with exposure to best-in-class HR practices.
- Demonstrated ability to design and integrate successful business solutions.
- Ability to create, align and execute successful, large-scale change management initiatives.
- Experience working in highly cross functional and integrated business models.
- Experience building and enabling high-performance teams.
- Experience in handling a wide range of employee relations issues.
- Must have a demonstrated track record of good judgment working autonomously.
Preferred Qualifications
- Experience in the biotech/pharmaceuticals industry supporting Research and/or Development organizations.
- Extensive experience navigating and resolving employee relations issues.
- Direct experience in other HR functional areas (i.e.
Talent Management, Talent Acquisition, C&B, etc.).
- Previous work experience in an R&D role.
- Experience in both large and small companies.