Director, HR Business Partnership & Talent Transformation

Company Description:IntegriChain is the data and application backbone for market access departments of Life Sciences manufacturers. We deliver the data, the applications, and the business process infrastructure for patient access and therapy commercialization. More than 250 manufacturers rely on our ICyte Platform to orchestrate their commercial and government payer contracting, patient services, and distribution channels. ICyte is the first and only platform that unites the financial, operational, and commercial data sets required to support therapy access in the era of specialty and precision medicine. With ICyte, Life Sciences innovators can digitalize their market access operations, freeing up resources to focus on more data-driven decision support.  With ICyte, Life Sciences innovators are digitalizing labor-intensive processes – freeing up their best talent to identify and resolve coverage and availability hurdles and to manage pricing and forecasting complexity.We are headquartered in Philadelphia, PA (USA), with offices in: Ambler, PA (USA); Pune, India; and Medellín, Colombia. For more information, visit www.integrichain.com, or follow us on Twitter @IntegriChain and LinkedIn.Job Description:Living in PA, NJ, NY is a must. Regular visits to our Philadelphia office are requiredThe Director of HR Business Partnership is a strategic and hands-on leader responsible for advancing the company’s talent transformation agenda in a high-growth, evolving organization. This role connects business strategy and people execution - translating organizational priorities into scalable talent practices that drive performance, accountability, and growth.Leading a small team of HR Business Partners, this individual partners closely with senior leaders to evolve performance management, embed a pay-for-performance philosophy, and enable workforce upskilling. They operate as a player-coach, balancing strategic leadership with hands-on execution to ensure initiatives are not only well-designed but also effectively executed and sustained.This role also serves as a senior HR leader, stepping in to lead critical initiatives, manage escalations, and provide senior-level decision support across the HR function. Success requires comfort with ambiguity, a bias for action, and the ability to drive progress in parallel across multiple priorities.Key ResponsibilitiesStrategic HR Partnership & HR LeadershipServe as a trusted advisor to senior leaders, driving organizational effectiveness and talent strategyTranslate business priorities into actionable HR initiatives with measurable outcomes and visible business impactPartner with leadership on talent retention, engagement, and performance accelerationServe as a senior HR leader and escalation point, making high-quality, timely decisions on complex people matters; provide guidance and leadership cross-functionally within our internal teamMember of the SLT (Senior Leadership Team) within the organization – providing key input in meetings and bringing business updates back to the internal team Talent & Performance TransformationDesign, build, and operationalize the evolution of performance management practices  that drive accountability, performance, and growthPersonally lead initial builds (frameworks, tools, training, processes) and scale them through the teamEmbed a pay-for-performance culture, ensuring clear linkage between outcomes and rewardsSupport enterprise-wide upskilling initiatives to future-proof critical roles and leadership capabilityOrganizational Design & Job ArchitectureLead organizational design efforts including, operating model evolution, workforce planning, and role clarity initiativesImplement scalable job architecture frameworks (leveling, career paths, role definitions)Translate business strategy into practical org design decisions (spans/layers, role scope, capability needs)Align talent structures to support growth, efficiency, and operating model evolutionCompensation & RewardsAdvise leadership on compensation strategy, balancing market competitiveness with internal equityGuide promotion, merit, and pay decisions aligned to performance and business prioritiesPartner with People & Culture team members to reinforce a differentiated rewards philosophyProcess Design & Operational ExcellenceDesign and implement scalable HRBP processes that improve consistency, transparency, and impact; balancing rigor with speed in a scaling environmentDrive operational rigor across talent programs, including performance cycles, calibration, and workforce planningEstablish a cadence of business reviews (e.g., QBRs) leveraging talent data and insights and helping leaders to plan for their talent needsChange Leadership & TransformationLead enterprise change initiatives, ensuring adoption of new talent practices and ways of workingDevelop and execute change and communication strategies that drive clarity and buy-inIdentify organizational friction points and proactively drive improvementsBalance speed with sustainability, delivering progress while building long-term capabilityHRBP Team LeadershipLead, coach, and develop a high-performing HRBP teamSet clear expectations for strategic partnership, execution, and responsivenessFoster a culture of accountability, continuous improvement, and pragmatic problem-solvingEnsure hands-on, high-quality support for leadership and employee relations mattersQualifications:Ideal Experience8–12+ years of progressive HR experience, including HRBP leadership in transformation environmentsDemonstrated success driving talent transformation (performance management, pay-for-performance, org design)Strong expertise in organizational design, job architecture, workforce planning, and compensation strategyExperience building, implementing, and scaling HR processes in high-growth and/or PE-backed organizationsProven ability to influence senior leaders with credibility and strong business acumenExperience building and facilitating talent assessment and calibration processes (e.g., 9-box or equivalent)Track record of leading organizations through change and driving adoption of new talent practices Experience in technology and/or SaaS environments preferredTools & TechnologyExperience with Lattice strongly preferredFamiliarity with LMS platforms and digital learning ecosystemsExposure to AI-enabled HR tools and process automation highly desirableKey CompetenciesStrategic Influence: Connects talent strategy to business outcomes; trusted advisor to leadershipOperational Excellence: Designs and executes scalable, high-impact HR processesOrganizational Effectiveness: Drives clarity, structure, and alignment through design and planningPerformance & Rewards Orientation: Deep expertise in performance management and compensation alignmentLeadership & Team Development: Builds, coaches, and elevates high-performing HR teamsWhat Sets This Role ApartDirect ownership of a talent transformation agenda, not just HR partnershipHigh visibility with senior leadership and meaningful impact on business performanceBlend of strategy + execution, ideal for leaders who want to build while doingOpportunity to shape foundational talent systems in a scaling organization Additional Information:What does IntegriChain have to offer?Mission driven: Work with the purpose of helping to improve patients' lives! Excellent and affordable medical benefits + non-medical perks including Student Loan Reimbursement, Flexible Paid Time Off and Paid Parental Leave 401(k) Plan with a Company Match to prepare for your futureRobust Learning & Development opportunities including over 700+ development courses free to all employees#LI-ZG1IntegriChain is committed to equal treatment and opportunity in all aspects of recruitment, selection, and employment without regard to race, color, religion, national origin, ethnicity, age, sex, marital status, physical or mental disability, gender identity, sexual orientation, veteran or military status, or any other category protected under the law. IntegriChain is an equal opportunity employer; committed to creating a community of inclusion, and an environment free from discrimination, harassment, and retaliation.Our policy on visa sponsorship for US based positions: Applicants for employment in the US must have valid work authorization that does not now and/or will not in the future require sponsorship of a visa for employment authorization in the US by IntegriChain.

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