THE OPPORTUNITY

The Senior Director, Human Resources Business Partner for Steriles North America is the senior HR leader supporting the Greenville, Ridgefield and Plainville sites. Operating at the intersection of business strategy, organization, leadership and execution, this leader serves as a strategic advisor and thoughtful challenger to senior business and site leadership and shapes the people and organization agenda required to deliver safe, compliant, reliable and sustainable business performance across a complex sterile manufacturing network.

This is a highly visible, multi-site leadership role requiring strong business acumen and HR mastery. The Senior Director translates business, customer, operational and financial priorities into organization, workforce, talent and culture choices; strengthens leadership capability and succession depth; and mobilizes the broader HR organization to deliver integrated solutions with pace and discipline.

HOW WILL YOU MAKE AN IMPACT?

1. Shape and Execute the Steriles NA People & Organization Strategy

• Serve as strategic advisor and thoughtful challenger to Steriles NA senior leadership, translating business priorities and financial objectives into an integrated people and organization agenda.

• Anticipate the organizational and workforce implications of business decisions and influence choices that strengthen performance, scalability, execution and long-term organizational health.

• Connect site and network talent priorities to broader division, PSG and enterprise HR strategies while ensuring consistent execution across Greenville, Ridgefield and Plainville.

2. Architect the Organization and Workforce for Performance

• Lead strategic workforce planning and organization design across the three-site network, aligning structure, capacity, leadership and critical capabilities with customer demand, growth, productivity and investment priorities.

• Partner with business and Finance leaders on workforce, cost and productivity decisions; challenge assumptions and ensure talent investments are linked to measurable business outcomes.

• Lead organization redesign and operating model evolution from strategy through implementation, creating clear accountability, effective spans and layers, and durable organizational solutions.

3. Build Leadership Capability and a Differentiated Talent Pipeline

• Strengthen succession readiness and leadership bench depth for critical site, technical, operational and functional roles through rigorous talent assessment, calibration and differentiated development.

• Coach and challenge senior leaders to elevate leadership effectiveness, accountability and decision quality, including making timely and bold talent decisions.

• Identify critical capability gaps and build development strategies that support evolving sterile manufacturing, customer and business requirements.

4. Drive Organizational Performance, Culture and Execution Discipline

• Embed consistent, fair and high-integrity performance management and talent practices across the network, reinforcing accountability and differentiated performance.

• Use workforce, financial and organizational analytics to identify performance opportunities, surface emerging risks and translate complex information into clear executive insights and actions.

• Build a culture grounded in Thermo Fisher Scientific’s 4i Values, strengthening trust, engagement, inclusion, collaboration and execution discipline across sites.

5. Lead Transformation and Organizational Change

• Shape and lead the people dimensions of significant business transformation, including organizational redesign, productivity and cost optimization, capability shifts, leadership transitions and growth initiatives.

• Advise leaders through complex organizational decisions and mobilize change with clarity, thoughtful sequencing, pace and disciplined execution.

• Partner across HR, Finance, Legal and other stakeholders to manage organizational impacts, risks and implementation effectively.

6. Mobilize the HR Enterprise and Lead Through the Matrix

• Lead across the HR matrix to bring the full capability of HR to the business, setting clear priorities for HR partners and Centers of Excellence across talent, rewards, employee relations, organizational effectiveness and workforce solutions.

• Create alignment and consistency across the three sites while preserving the ability to address distinct local business and workforce needs.

• Influence beyond the immediate client group, share insights and best practices, and contribute to broader division and PSG HR priorities.

WHAT SUCCESS LOOKS LIKE

• Leadership and succession depth for critical Steriles NA roles is measurably strengthened.

• Organization design and workforce plans enable clearer accountability, stronger productivity and faster execution across the three-site network.

• Talent and capability investments are tightly aligned to business, customer and operational priorities.

• Leaders demonstrate stronger performance rigor, talent ownership and change leadership.

• HR is recognized as a strategic lever for Steriles NA performance and as an integrated partner across the network.

REQUIREMENTS

• Bachelor's degree plus 10+ years of progressive HR leadership experience in global, complex organizations.

• Demonstrated success partnering with senior business and operational leaders and translating business needs into practical, high-impact people and organization solutions.

• Proven experience in Pharma, Biotech, CDMO or other regulated-industry experience preferred delivering strategic workforce planning, organization design, talent management, succession planning, leadership development, performance management and change leadership.

• Strong analytical, business and financial acumen, with comfort using workforce and financial information to inform decisions related to growth, margin, productivity and investment.

• Ability to understand and support complex scientific, technical and/or manufacturing organizations and their critical talent requirements.

• Executive presence, sound judgment and composure under pressure; able to challenge respectfully while maintaining trust. Collaborative approach and able to work with all Centers of Excellence as well as with other HR teams in the company to achieve a common goal.

• Structured thinker who can synthesize complexity into clear, actionable paths and balance strategic thinking with hands-on execution.

• Demonstrated ability to influence and lead across a matrixed, multi-site environment and mobilize cross-functional stakeholders.

• Resilience and effectiveness in fast-paced, high-expectation environments.

• Travel required - less than 25% - domestic and international.