Director, HRBP

Title: Director, HRBP Company: Ipsen Biopharmaceuticals Inc. About Ipsen: Ipsen is a mid-sized global biopharmaceutical company with a focus on transformative medicines in three therapeutic areas: Oncology, Rare Disease and Neuroscience. Supported by nearly 100 years of development experience, with global hubs in the U.S., France and the U.K, we tackle areas of high unmet medical need through research and innovation. Our passionate teams in more than 40 countries are focused on what matters and endeavor every day to bring medicines to patients in 88 countries. We build a workplace that champions human-centric leadership and fosters a culture of collaboration, excellence and impact. At Ipsen, every individual is empowered to be their true selves, grow and thrive alongside the company’s success. Join us on our journey towards sustainable growth, creating real impact on patients and society! For more information, visit us at https://www.ipsen.com/ and follow our latest news on LinkedIn and Instagram . Job Description: The Director, Human Resources Business Partner (HRBP) serves as a senior strategic advisor to North America Commercial leadership, driving people, organizational, and talent strategies that enable business performance, launch readiness, and long-term growth. Reporting to the Senior Director, Human Resources, North America, this role partners directly with senior leaders across Commercial, including Neuroscience, Oncology, and Rare Disease, with a particular focus on scaling organizational capability and talent infrastructure to support the future launches. The Director leads the development and execution of business-aligned workforce strategies, organizational design initiatives, leadership development, succession planning, and culture transformation efforts. Operating in a highly matrixed environment, this role influences critical business decisions through a people lens while balancing strategic leadership with operational excellence. As a trusted member of both the business leadership and Human Resources teams, the Director demonstrates strong commercial acumen, executive presence, and the ability to operate independently while driving complex organizational initiatives across a rapidly growing organization. Strategic Business Partnership Serve as the primary strategic HR advisor to senior business leaders, providing thought leadership on organizational effectiveness, talent strategy, workforce planning, and business transformation. Partner directly with Commercial leadership to develop and execute people strategies that support growth objectives, launch readiness, and long-term business priorities. Anticipate organizational and talent implications of business decisions and proactively recommend solutions. Influence business strategy through insights related to organization design, leadership capability, succession planning, and workforce trends. Represent Human Resources as a strategic partner in leadership team discussions and business planning processes. Owns the integrated people strategy for the assigned North America Commercial portfolio and is accountable for alignment with the applicable business leadership team. Acts as the accountable HR lead for organizational readiness associated with major commercial launches and portfolio expansion. Develops and recommends multi-year workforce scenarios, including organizational structure, capability requirements, talent risks, and hiring priorities. Leads organizational decisions spanning multiple Commercial functions or therapeutic areas where the impact extends beyond a single client group. Independently advises senior leaders on high-impact organizational and talent decisions and escalates material enterprise risks to the Senior Director. “Establishes success measures for workforce, succession, leadership capability, and organizational-health interventions and monitors outcomes.” Organizational Development & Workforce Planning Lead workforce planning activities supporting significant organizational growth and talent acquisition requirements associated with portfolio expansion across all therapeutic areas Develop multi-year talent strategies in partnerhip with Global Talent to ensure organizational capability aligns with current and future business objectives. Lead organizational design initiatives including structure optimization, role design, operating model effectiveness, and organizational scaling. Partner with executive leaders to assess talent and talent needs, organizational risks, and succession pipelines. Talent, Leadership & Culture Lead talent review, succession planning, and leadership assessment processes across assigned client groups. Partner across North America Commercial HR and Global Talent to ensure robust cross-functional visibility and calibration. Coach and influence senior leaders on organizational leadership, talent decisions, performance management, employee engagement, and change leadership. Drive leadership capability building and development planning for critical talent populations. Champion an inclusive, high-performing culture that supports people, patients, innovation, and accountability. Partner with leaders to identify and address organizational health, engagement, and retention risks. Commercial Growth & Launch Readiness Serve as the HR lead supporting organizational readiness for major commercial launches, including workforce planning, capability assessment, organizational design, and leadership preparedness. Partner with Commercial leadership to build scalable organizational structures capable of supporting rapid business growth. Collaborate with Talent Acquisition to develop hiring strategies supporting accelerated headcount growth across the Neuroscience business. Ensure commercial organizations have the talent, leadership, and capabilities required to successfully execute launch objectives. HR Leadership Provide leadership across the North America HR organization, influencing enterprise-wide people initiatives and best practices. Build strong partnerships with Centers of Excellence to deliver integrated talent, compensation, learning, and organizational effectiveness solutions. Lead cross-functional HR projects and enterprise initiatives impacting multiple business units. Mentor and develop HR colleagues while contributing to overall HR team effectiveness. Using Ipsen’s Leadership Model and Competency Framework (which directly links to Head / Heart / Hands and Ipsen Way of Being), for all positions, Manager to identify the top 3-5 Competencies that are most important for future success in the role, and detail above, by following these steps. undefined Translates strategic objectives into actionable plans and drives execution across global and local