HR Leader, R&D - Orthopedics

Scorpion Therapeutics; Raynham (MA); Hybrid; USD 180,000 - 280,000; Full time

Job summary

Scorpion Therapeutics is seeking an HR Leader for R&D to act as a strategic partner shaping the people strategy across multiple R&D sites. The role focuses on talent management, succession, leadership development, and organizational capability.

You will coach senior leaders, design organizational change, and drive engagement and inclusion initiatives. The position requires extensive HRBP experience with senior stakeholders, strong business acumen, and the ability to influence across complex

Qualifications

• Education: Bachelor's degree required; advanced degree preferred.
• Experience: 6+ years HR Business Partnering; support for senior leaders.
• Skills: business acumen, coaching, stakeholder management, change management.

Responsibilities

• Serve as strategic HR business partner shaping business strategy and organizational effectiveness for R&D.
• Drive talent management, succession planning, leadership development, and capability building.
• Coach R&D leaders and teams to improve collaboration, accountability, and execution.
• Lead culture, engagement, inclusion, and wellbeing initiatives aligned with DS mindset.
• Oversee organizational design, change leadership, and transformation support.
• Partner with Employee Relations and Legal on policy interpretation and risk management.

Skills

Business acumen

Coaching & influencing

Stakeholder management

Strategic thinking

People analytics

Education

Bachelor's degree

Master's degree

Job description

HR Leader, R&D (Raynham, MA; West Chester, PA; Palm Beach Gardens, FL; Warsaw, IN)

Purpose

• Serve as a strategic HR business partner shaping business strategy and organizational effectiveness through talent, leadership, culture, and organizational capabilities.
• Drive people and organization outcomes across the R&D organization.

Key Responsibilities

• Business Partnership & Strategy: trusted advisor to R&D leadership; translate priorities into people/organization strategies; identify opportunities/risks using insights; partner on workforce planning, capability building, and effectiveness; support annual and long-range planning via a talent/organization lens.
• Talent Management & Succession: lead talent agenda; facilitate talent reviews, succession planning, and leadership development; strengthen diverse pipelines and critical capabilities; partner with Talent Acquisition; support career development, mobility, and succession for critical roles.
• Leadership Coaching & Team Effectiveness: coach R&D leaders/teams; improve leadership effectiveness and team performance; facilitate interventions to strengthen collaboration/accountability/execution; coach managers through complex employee situations and performance discussions.
• Culture, Engagement & Inclusion: steward high engagement/performance culture aligned with DS mindset; drive engagement strategies using sentiment/health insights; partner to strengthen inclusion, wellbeing, collaboration, and performance culture.
• Organizational Design & Change Leadership: lead org design/restructuring; partner on transformation/change; diagnose challenges and recommend solutions; support integration and capability-building.
• Employee & Labor Relations: partner with Employee Relations and Legal; guide leaders on policy interpretation and people-related risk management.

Qualifications

• Education: Bachelor's degree required; advanced degree preferred.
• Experience: 6+ years HR Business Partnering; experience supporting senior leaders; strong track record in talent management, succession planning, leadership coaching, org design, and change management; ability to influence senior stakeholders and drive outcomes.
• Skills: business acumen/strategic thinking; coaching/influencing; stakeholder management and communication; navigate complexity/lead through change; analytical/problem-solving.

Preferred Skills

• Business Alignment, Coaching, Employee Relations, Employee Retention, HR Business Partnership, HR Strategic Management, Human Resources Consulting, Human Resources Law, Interpersonal Influence, Organizational Change Management, Organizational Development (OD), Organizing, Problem Solving, Process Improvements, Project Management, Talent Management, Technical Credibility