Sr Director, HR Business Partner

Work Schedule

Standard (Mon-Fri)

Environmental Conditions

Office

Job Description

How Will You Make an Impact?

As Sr. Director, HR Business Partner, you will serve as a trusted strategic advisor, talent champion, and organization effectiveness leader for the Pharma Services Group (PSG), an approximately $8B global business, supporting global functions including Quality, Finance, Legal, IT, and Group Strategy Deployment/PMO. The client organizations supported by this role represent more than 5,000 colleagues globally.

Reporting to the VP, Human Resources for Pharma Services Group, you will lead the people and organization agenda for these functions and play a critical role in enabling Group-level transformation, execution of strategic priorities, and value creation. Operating in a highly matrixed global environment, you will lead a small team of HR Business Partners while partnering closely with Regional and Country HR teams, Divisional HR Business Partners, Centers of Excellence, and senior functional leaders. Success in this role depends on the ability to drive action through influence, collaboration, and alignment across the business.

You will translate PSG strategy into the organization, leadership, talent, and capability actions required to deliver sustainable business results, connecting business strategy, financial priorities, organizational capabilities, and talent decisions to accelerate execution.

Key Responsibilities

1. Shape and Execute the People & Organization Strategy

Serve as a strategic advisor to senior functional and Group leadership, translating business strategy, growth priorities, and financial objectives into an integrated people and organization agenda. Anticipate the organizational implications of business decisions and influence the choices required to strengthen performance, scalability, and long-term organizational health.

2. Architect the Organization and Workforce for Growth

Lead strategic workforce planning, organization design, and capability planning across complex global functions. Ensure organization structure, leadership capacity, and critical capabilities are aligned to growth, productivity, investment priorities, and future business needs.

Challenge workforce assumptions and shape resource allocation decisions to ensure talent investments deliver measurable business value. Help leaders assess how AI and emerging technologies may reshape work, roles, and required capabilities.

3. Build Leadership Capability and a Differentiated Talent Pipeline

Strengthen the leadership bench and succession pipeline for critical roles through rigorous talent assessment, succession planning, and differentiated development. Coach and challenge senior leaders to elevate leadership effectiveness, strengthen accountability, and make bold talent decisions that build the capabilities required for the future.

Translate strategic priorities into talent strategies that attract, develop, engage, and retain high-impact talent.

4. Drive Organizational Performance and Productivity

Partner with functional and Finance leaders to improve organizational effectiveness and workforce productivity. Leverage workforce, financial, organizational, and talent analytics — including AI-enabled tools and insights — to identify opportunities, surface emerging risks, and translate complex information into clear executive actions.

Ensure workforce investments remain connected to growth, margin, productivity, and business outcomes.

5. Lead Transformation and Organizational Change

Shape and lead the people dimensions of significant business transformation, including organizational redesign, operating model evolution, capability shifts, digital and AI-enabled change, and other strategic initiatives.

Advise senior leaders through complex organizational decisions and mobilize the organization around change with clarity, pace, and disciplined execution.

6. Mobilize the HR Enterprise to Deliver Business Outcomes

Lead a small, high-impact HR Business Partner team and operate across a highly matrixed global HR environment to bring the full capability of HR to the business. Partner closely with Regional and Country HR teams, Divisional HR Business Partners, and Centers of Excellence to align priorities and integrate talent, rewards, employee relations, organization, and change solutions around the most critical business outcomes.

Demonstrate sound judgment, courage, and resourcefulness in complex situations, and model Thermo Fisher Scientific’s 4i Values—Integrity, Intensity, Innovation, and Involvement—in everything we do.

Requirements

• Bachelor’s degree plus 12+ years of progressive HR leadership experience in a global, complex organization

• Demonstrated experience partnering with senior executives and functional leaders

• Proven success enabling large-scale transformation, organization design, operating model change, or enterprise-wide strategic initiatives

• Strong business, analytical, and financial acumen with the ability to connect people decisions to growth, margin, productivity, and value creation

• Experience translating business strategy into organization, workforce, leadership, and talent priorities

• Experience leading and developing a small team of senior HR professionals

• Demonstrated effectiveness in a highly matrixed global organization, influencing across regional, country, divisional, and functional teams

• Strong executive presence, sound judgment, and composure in complex, high-stakes situations

• Ability to synthesize complexity, challenge constructively, build alignment, and drive action without direct authority

• Strong change leadership and organizational transformation capabilities

• Experience in Pharma, Biotech, CDMO, Life Sciences, or another regulated industry preferred

• Travel required: less than 25%, domestic and international

Compensation and Benefits

The salary range estimated for this position based in Massachusetts is $202,500.00–$285,000.00.

This position may also be eligible to receive a variable annual bonus based on company, team, and/or individual performance results in accordance with company policy. We offer a comprehensive Total Rewards package that our U.S. colleagues and their families can count on, which includes:

• A choice of national medical and dental plans, and a national vision plan, including health incentive programs

• Employee assistance and family support programs, including commuter benefits and tuition reimbursement

• At least 120 hours paid time off (PTO), 10 paid holidays annually, paid parental leave (3 weeks for bonding and 8 weeks for caregiver leave), accident and life insurance, and short- and long-term disability in accordance with company policy

• Retirement and savings programs, such as our competitive 401(k) U.S. retirement savings plan

• Employees’ Stock Purchase Plan (ESPP) offers eligible colleagues the opportunity to purchase company stock at a discount

For more information on our benefits, please visit: https://jobs.thermofisher.com/global/en/total-rewards

Thermo Fisher Scientific is an EEO/Affirmative Action Employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability or any other legally protected status.