Job Description

General Summary:

We are seeking a strategic, influential, and Data/Technology/AI-savvy Senior Director, HR Business Partner to partner directly with the Chief Digital & Information Officer (CDIO) and lead the people agenda for Vertex’s Data, Technology & AI organization. This role ensures the operating model, leadership capability, and enterprise talent strategy

are in place to execute the Data/Tech/AI roadmap as AI transforms how work is delivered.

• This is a senior individual contributor role that leads through influence and serves as the primary people strategist for the Data/Tech/AI function. The role owns talent strategy and organizational effectiveness across the enterprise, driving transformation through change leadership, organizational design, and strategic workforce planning.

• In close collaboration with Data/Tech/AI leadership, this HR Business Partner identifies and delivers strategic and operational people solutions across workforce planning, talent development, performance management, organizational effectiveness, and HR programs and policies.

• The ideal candidate is a modern, business-focused thought leader who thrives in a fast-paced, complex environment and brings both strategic perspective and a hands-on mindset. This role requires strong business acumen, industry insight, and the ability to build trust and credibility with leaders at all levels.

Knowledge and Skills:

Strategic HR Partner: Serve as the primary HR partner to the CDIO and Data/Tech/AI leadership team, translating business, technology, and AI strategy into a prioritized, integrated people and organizational agenda, and influencing executive decisions through clear options, tradeoffs, and data-backed recommendations tied to delivery outcomes. Ensure disciplined execution of the annual people operating cadence through leaders (goal setting, performance and talent reviews), with an emphasis on quality, fairness, and business relevance.

Transformation Leadership: In partnership with the CDIO, lead change to embed and mature the Data/Tech/AI operating model across the enterprise by maintaining a durable case for change, activating sponsors and stakeholders, enabling leaders, and using adoption measures to sustain new decision rights, governance, and ways of working.

Organizational Architect: Act as the chief architect for Data/Tech/AI organizational design and effectiveness, leading the evolution of structure, role clarity, spans and layers, leadership interfaces, and operating mechanisms that reduce friction, improve delivery velocity, and strengthen accountability in a rapidly changing environment.

Talent Strategist: Own the talent strategy for Data/Tech/AI capability and job families enterprise-wide maintaining the role architecture, skills expectations, selection standards, development pathways, and succession depth so critical capabilities scale consistently across Vertex.

Strategic Workforce Planning: Drive strategies to attract, develop, and retain high-quality technical and leadership talent, proactively closing capability gaps through targeted build/buy/borrow approaches, internal mobility and upskilling/reskilling pathways as roles evolve with AI, and location strategies that expand access to scarce talent while balancing cost, speed, and business needs, supported by focused retention actions for critical roles.

Executive Coach and Developer: Elevate leadership and team performance by coaching the senior leaders, designing and facilitating a structured leadership team journeys that strengthens cohesion, decision quality, prioritization, and accountability, and leading rigorous talent reviews and succession planning that build continuity and deepen pipelines for critical roles.

Culture Champion: Champion a culture of innovation, collaboration, and continuous learning where people thrive while sustaining delivery demands, strengthening employee feedback loops, improving organizational health, and reinforcing sustainable performance norms in a fast-moving environment.

AI and Analytics Enabled HR Leader: Generate strategic talent intelligence from data and analytics to shape strategy and action plans, define measures that track the impact and effectiveness of talent interventions over time, and leverage AI to accelerate execution, automate workflows, improve throughput, and raise the quality of outcomes.

Education and Experience:

Experience partnering with Data, Technology, Engineering, Product, AI/Analytics, Cybersecurity, or other highly technical organizations in complex, fast-moving environments.

• Strong understanding of Data/Technology/AI operating models and the organizational implications of AI-driven transformation, evolving skills, and changing delivery models.

• Demonstrated ability to leverage data, analytics, and AI to identify trends, inform decisions, drive accountability, and improve outcomes.

• Proven experience applying AI within HRBP workflows to enhance decision support, streamline processes, and improve productivity and quality of work.

• Advanced expertise in organizational effectiveness, change leadership, culture shaping, and organization design.

• Deep experience in strategic workforce planning, including capability development, succession planning, and long-term talent strategies.

• Track record of developing and implementing forward-thinking, enterprise-level HR strategies with broad organizational impact.

• Bachelor’s degree required; 12+ years of progressive HR experience (or equivalent), including significant partnership with senior leaders in complex, technology-enabled organizations.

Personal Attributes:

Recognized strategic HR business partner with a proven ability to influence senior executives, shape function-wide priorities, and connect people decisions to measurable business outcomes (delivery, quality, risk, operational effectiveness).

• Strategic and execution-oriented leader who moves effectively from vision to implementation, driving adoption through disciplined program and project management.

• Strong business acumen with the ability to translate organizational and talent decisions into impact on speed, quality, risk management, and results.

• Highly effective communicator and influencer, providing clear, pragmatic guidance and coaching leaders through ambiguity and transformation.

• Demonstrates leadership presence and credibility to partner collaboratively with executives, HR peers, and employees at all levels.

• Agile, forward-thinking, and quick to synthesize complex, rapidly changing information into sound decisions and actions.

• Collaborative, high-energy leader who operates with confidence and humility, adapts across leadership styles, and works effectively in team-based environments.

• Brings grit, resilience, sound judgment, integrity, curiosity, and emotional intelligence, aligned with Vertex’s mindset of continuous improvement, innovation, and change.

Pay Range:

Disclosure Statement:

Flex Designation:

Flex Eligibility Status:

In this Hybrid-Eligible role, you can choose to be designated as: 
1.    Hybrid: work remotely up to two days per week; or select
2.    On-Site: work five days per week on-site with ad hoc flexibility.

Note: The Flex status for this position is subject to Vertex’s Policy on Flex @ Vertex Program and may be changed at any time. 

#LI-Hybrid
 

Company Information

Vertex is a global biotechnology company that invests in scientific innovation.

Vertex is committed to equal employment opportunity and non-discrimination for all employees and qualified applicants without regard to a person's race, color, sex, gender identity or expression, age, religion, national origin, ancestry, ethnicity, disability, veteran status, genetic information, sexual orientation, marital status, or any characteristic protected under applicable law. Vertex is an E-Verify Employer in the United States. Vertex will make reasonable accommodations for qualified individuals with known disabilities, in accordance with applicable law.

Any applicant requiring an accommodation in connection with the hiring process and/or to perform the essential functions of the position for which the applicant has applied should make a request to the recruiter or hiring manager, or contact Talent Acquisition at [email protected]