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 required

The 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 Responsibilities

Strategic HR Partnership & HR Leadership

• Serve as a trusted advisor to senior leaders, driving organizational effectiveness and talent strategy
• Translate business priorities into actionable HR initiatives with measurable outcomes and visible business impact
• Partner with leadership on talent retention, engagement, and performance acceleration
• Serve 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 team
• Member 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 Transformation

• Design, build, and operationalize the evolution of performance management practices  that drive accountability, performance, and growth
• Personally lead initial builds (frameworks, tools, training, processes) and scale them through the team
• Embed a pay-for-performance culture, ensuring clear linkage between outcomes and rewards
• Support enterprise-wide upskilling initiatives to future-proof critical roles and leadership capability

Organizational Design & Job Architecture

• Lead organizational design efforts including, operating model evolution, workforce planning, and role clarity initiatives
• Implement 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 evolution

Compensation & Rewards

• Advise leadership on compensation strategy, balancing market competitiveness with internal equity
• Guide promotion, merit, and pay decisions aligned to performance and business priorities
• Partner with People & Culture team members to reinforce a differentiated rewards philosophy

Process Design & Operational Excellence

• Design and implement scalable HRBP processes that improve consistency, transparency, and impact; balancing