Director, Human Resources (Commercial Business)

Position Title: Director, Human Resources – Commercial Business   

Department: Human Resources  

Reports To (title): Executive Director, Human Resources 

Location:   King of Prussia, PA / Hybrid 

Summary:

At Paratek Pharmaceuticals, you'll join a team united by a shared purpose: improving the lives of patients with serious diseases. Guided by our core values – Purposeful, Passionate, Resourceful, and Collaborative – we empower our employees to make meaningful contributions, collaborate across functions, and help shape the future of our business.  

As a growing organization, we value curiosity, accountability, and teamwork. We encourage our people to think creatively, embrace new challenges, and solve meaningful business problems together. We believe our people are our greatest strength and are committed to creating an environment where individuals can grow, lead, and make a lasting impact.  

Position Information: 

The Director, Human Resources serves as a strategic partner to Commercial business leaders, translating enterprise and Commercial talent strategies into practical, scalable people solutions that drive business performance, strengthen organizational capability, and support organizational growth. Reporting to the Executive Director, Human Resources, this role partners closely with Commercial leaders and collaborates across HR Centers of Excellence to deliver integrated people solutions that advance business priorities. 

Acting as a trusted advisor and internal consultant, the Director, Human Resources partners with leaders to navigate organizational challenges, strengthen leadership capability, and implement talent initiatives that support both short- and long-term business objectives. Success in this role requires balancing strategic thinking with hands-on execution, enabling leaders to solve today's business challenges while building organizational capability for the future. 

The ideal candidate combines strong business acumen with broad HR expertise and the ability to influence leaders, build trusted relationships, manage competing priorities, and drive meaningful business outcomes through effective execution.  

Key Responsibilities: 

Strategic Business Partnership 

• Partner with Commercial leaders to understand business priorities and translate them into actionable people plans that support organizational performance and business objectives.  
• Act as a trusted advisor and internal consultant to business leaders, providing strategic guidance on organizational effectiveness, talent strategy, workforce planning, leadership development, and organizational design.  
• Provide strategic coaching and guidance to leaders and employees on organizational, talent, and people-related matters, fostering a positive and high-performing work environment.  
• Proactively identify organizational risks, talent gaps, and workforce opportunities, recommending practical solutions that support business performance. 
• Influence decision-making through strong business partnership, thoughtful consultation, and data-driven recommendations.  

Talent & Organizational Effectiveness 

• Partner with leaders to assess organizational structure, organizational design, team effectiveness, and talent needs, identifying opportunities to enhance organizational performance, scalability, and business outcomes. 
• Drive adoption of enterprise HR programs and processes across assigned client groups, including the performance lifecycle, talent reviews, succession planning, and compensation planning.  
• Coach leaders on effective people leadership practices, providing guidance on performance management, talent development, change leadership, and organizational effectiveness. 
• Partner closely with HR Centers of Excellence and Commercial leaders to deliver integrated talent solutions that support business priorities.  

Employee Relations & Risk 

• Provide guidance and consultation on employee relations matters, performance concerns, workplace investigations, and corrective actions in accordance with Paratek policies.
• Ensure fair, consistent, and legally compliant people practices across the organization. 
• Partner with Legal & Compliance, HR Centers of Excellence, and business leaders to manage risk and protect the organization and resolve complex employee matters.  

Employee Engagement and Culture 

• Promote a culture of accountability, inclusion, collaboration, and continuous improvement.  
• Support employee retention strategies and employee experience initiatives.  
• Analyze engagement data and partner with leaders to develop action plans.  
• Act as an ambassador for Paratek’s values and culture.  

HR Operations & Analytics 

• Leverage workforce analytics, business insights, and organizational data to identify trends and inform leadership decisions.  
• Monitor key workforce metrics, including turnover, engagement, organizational effectiveness, and talent outcomes. 
• Develop actionable insights and recommendations using workforce analytics, business trends, and organizational diagnostics. 
• Utilize HR systems, analytics tools, and emerging technologies to enhance decision-making and employee experience. 

 Qualifications 

• Emuates Paratek's core values - Passionate, Purposeful, Collaborative and Resourceful
• Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree or HR certification (SHRM-SCP, SPHR) preferred.  
• 8+ years of progressive Human Resources experience, including 5+ years in an HR Business Partner role supporting business leaders.  
• Demonstrated experience in talent management, organizational effectiveness, employee relations, workforce planning, leadership coaching, and change management.
• Experience supporting Commercial, sales, or other customer-facing organizations; experience supporting field-based sales teams preferred.  
• Pharmaceutical, biotechnology, or healthcare industry experience preferred.  
• Strong business and commercial acumen with the ability to influence leaders, navigate organizational complexity, and translate business priorities into effective people strategies.  
• Experience leveraging workforce analytics, HR technologies, and business insights to inform recommendations and decision-making.  
• Experience using HRIS platforms required; Workday experience preferred.  
• Proficiency in Microsoft Office Suite required; advanced Excel skills and experience with HR analytics, workforce reporting, and data visualization tools preferred.  
• Demonstrated curiosity and willingness to leverage emerging technologies, including AI-enabled tools, to improve HR effectiveness, decision-making, operational efficiency, and employee experience. 
• Ability to travel approximately 5-10%.  

Key Competencies  

• Business & Commercial Acumen 
• Strategic Partnership & Influence 
• Organizational Effectiveness & Workforce Planning 
• Data-Driven Decision Making & Problem Solving 
• Executive Communication 
• Sound Judgment & Decision Making 
• Resourcefulness & Agility