Executive Director, HR Business Partner & HR Operations Lead

At MannKind our employees are our number one asset, and we continue to be a tight-knit community where each of us has a critical role in our success. Committed to diversity, at MannKind we depend on a rich blend of ideas, backgrounds, and working styles in our quest to change the world for the better.

Position Summary:

We are in search of a forward-thinking and strategic-minded Executive Director, HR Business Partner & HR Operations Lead, to join our team during a pivotal phase of our growth. In this role, you will report directly to the Chief People and Workplace Officer and play a vital role in our HR leadership team, providing leadership to HR Business Partners, HR Operations and business partnership support across the entire company.

Your strategic insight will be instrumental in guiding our HR Business Partner team, cultivating a culture of excellence across the entire company. This role is hands-on, and you will lead an HR team of 4-5, overseeing and implementing key HR Operations initiatives, and shaping HR strategy. Your primary focus will be on developing infrastructure and strategy to facilitate ongoing company growth. This role is an exciting opportunity to make a significant impact on our organization's future.

What you'll do:

In this role, you will be responsible for both strategic and tactical activities, including:

• Act as the strategic architect for HR initiatives that align with business goals, providing expert counsel to the company.

• Lead and inspire a dedicated team of 4-5 HR professionals (HRBPs & HR Operations), fostering a collaborative environment that encourages innovation and high performance.

• Play a pivotal role in the ongoing HR transformation at MannKind, shaping the future of HRBP, HR Operations, and COE functions. Significantly influence the ongoing HR transformation within the organization, helping to shape the future of HR business partners, HR operations, and centers of excellence.

• Identify gaps in business capabilities and developing action plans to address.

• Identify and bridge talent gaps, spearhead developmental programs, and provide executive coaching to enhance organizational effectiveness.

• Proactively lead the creation and refinement of HR policies, processes, and practices to adapt to the evolving needs of the business.

• As a member of the HR leadership team, work closely with senior leadership, functional and business unit leaders to determine, develop and execute human resource strategies that effectively support overall business strategies.

• Serve as an advisor to the senior leadership team by providing insight, coaching, and HR-related solutions to functional and business unit leaders in the effective management and development of their people and organizations.

What You Bring to the Table:

• A robust history of strategic HR leadership within a global commercial setting, with a keen focus on organizational design, team dynamics, and leadership cultivation.

• More than 12 years of progressive HR experience, with a comprehensive understanding of employee relations, talent management, and HR program delivery.

• At least 5 years of team leadership experience

• An innate ability to nurture and evolve the company's culture, ensuring it remains aligned with our core values and business objectives.

• A track record of effectively influencing business strategies and effectively managing organizational change.

• A natural propensity for teamwork, thriving in a fast-paced, ever-changing environment.

• Experience in leading and contributing to large-scale initiatives within a rapidly growing enterprise.

• Prior experience in biotechnology and/or pharmaceutical industry is strongly preferred.

• Ex-US industry experience is preferred.

• Engage in regular travel (25%) between CA, CT, and MA to ensure cohesive strategy and execution across all locations.

• A bachelor's degree required. A graduated degree in a related area preferred.

Who You Are:

• An innovative HRBP leader who challenges assumptions and norms.

• A subject matter expert and leader in areas such as organizational design/effectiveness, employee relations, compensation, talent development, and leadership.

• Someone with demonstrated experience in delivering outstanding, business-focused HR functions and a track record of applying your expertise to generate consensus and trust at senior levels.

• Capable of providing effective counsel and influencing decision-making.

• A strategic business partner who can understand the business strategy comprehensively and connect it to a talent strategy and future talent needs.

• Able to balance multiple competing priorities, adapt to an evolving environment, and drive continuous change.

• An ability to inspire, communicate effectively, and drive results across team and business