Senior Director, HRBP

Senior Director, HRBP

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The Senior Director, Human Resources Business Partner – US plays a pivotal leadership role in executing Merus’ global people strategy across the US organization. Reporting directly to the Chief People Officer (CPO), this strategic HR leader ensures that Merus’ global vision for talent, culture, and organizational health is delivered consistently and effectively across the US business.
 
This individual is responsible for local execution and adaptation of HR programs and initiatives in the US market—not the development of separate regional strategies—and serves as a vital member of the global HR leadership team. With deep knowledge of US labor laws, employment regulations, and market practices, this leader serves as a critical liaison between global and local teams.
 
Working closely with their European counterpart in the Netherlands, the Senior Director fosters a one-company mindset and culture, ensuring seamless collaboration and alignment across geographies as Merus grows and transforms.
 
Amid exciting growth and transformation as Merus evolves into a fully integrated biopharmaceutical company (FIBCO), the Senior Director will play a key role in ensuring US teams are engaged, aligned, and positioned for success, particularly in support of commercial build-out and launch readiness.

Key Responsibilities

Strategic Business Partnership
o    Act as a trusted advisor and cultural translator between global HR leadership and US business leaders, ensuring alignment with global strategy while tailoring execution for US success.
o    Partner closely with senior leaders across US sites to support leadership effectiveness, organizational development, and culture during rapid growth and change.
o    Collaborate with the Senior Director in the Netherlands to promote a unified Merus culture and a one-company mindset across the global organization.
o    Support commercial readiness by partnering with business and commercial leaders to prepare the organization for launch, including workforce planning, capability building, and change management.
 
Organizational Design & Development
o    Lead organizational design initiatives that align structure with strategic business priorities and growth plans.
o    Collaborate with senior leadership to design agile, efficient, and scalable organizational models that support commercial and operational goals.
o    Drive organizational effectiveness by assessing and optimizing team structures, roles, and reporting lines.
 
Talent Strategy Execution
o    Implement global talent strategies and programs across the US, ensuring consistency, compliance, and relevance to the local talent market.
o    Collaborate with the Global Talent Acquisition Lead to align hiring plans, support onboarding, and foster early employee engagement—without owning the talent acquisition function.
o    Design and execute talent development and career progression initiatives aligned with global frameworks to retain and grow top talent.
o    Drive readiness of commercial teams through targeted learning and development interventions.
 
Performance Management & Leadership Development
o    Drive the global performance management process in the US, ensuring clarity of objectives, ongoing feedback, and consistent performance standards.
o    Provide coaching and leadership development support to managers and senior leaders to build organizational capability and a high-performance culture.
o    Support career pathing, feedback culture, and internal mobility in collaboration with global talent development efforts.
 
Change Management & Organizational Growth
o    Lead local change management efforts to help US teams navigate significant organizational transformation as Merus scales into a FIBCO.
o    Build readiness for change at all levels, fostering transparency, engagement, and resilience.
o    Reinforce Merus’ global culture and values during periods of growth and transition, serving as a steady and motivating force.
 
Employee Relations & Compliance
o    Oversee employee relations, policy implementation, and compliance with US labor laws, regulations, and company standards.
o    Partner with leadership to assess organizational health and develop interventions aligned with global wellness and resilience strategies.
 
HR Operations & Analytics
o    Ensure effective execution of HR programs in the US in collaboration with global Centers of Excellence (e.g., Total Rewards, HR Operations).
o    Utilize HR data and analytics to identify trends, mitigate risks, and recommend informed solutions.
o    Support local administration of core HR processes including compensation reviews, talent calibration, and training compliance.

Skills, Knowledge and Expertise

Education: 
  • Advanced degree in Human Resources, Organizational Psychology, Business, or a related field preferred.

Experience:
  • 12+ years of progressive HR leadership experience supporting US teams within a global organization.
  • Deep knowledge of US employment law, HR compliance, and best practices.
  • Proven success in executing global HR strategies with localized adaptation, not independent program creation.
  • Experience in life sciences, biotech, or similarly regulated, high-growth industries preferred.
  • Experience supporting commercial build and launch readiness strongly preferred.

Skills:

  • Strong business acumen and strategic mindset.
  • Excellent communication and influencing skills.
  • Experience coaching senior leaders and managing complex organizational change.
  • Data-driven with proficiency in HR analytics.

Our offer

We offer an exciting opportunity to work with some of the best and brightest in the biotech industry. As part of Merus, you’ll have the chance to collaborate with an exceptional international team of people who are passionate about what they do. To top it off, we offer a highly competitive total rewards package (benefits and compensation), training that is tailored to your individual development, and career opportunities that match your ambitions. Most importantly, you’ll have the chance to join us as we close in on cancer – everything you do matters at Merus.

Apply now

    Our Hiring Process

    Stage 1:

    Internal Review

    This means that we’ve received your application and are in the process of reviewing it.

    Stage 2:

    Initial Call

    We’ll set up a 15-minute phone call with our Internal Recruiter to discuss the details of this job opportunity and your own expectations of the role, as well as Merus as a company.

    Stage 3:

    1st Interview Phase

    During the 1st interview phase, we’ll set up an interview with your potential future manager. We’ll be looking to understand more about your experience, how that fits the role, and what makes you tick.

    Stage 4:

    2nd Interview Phase

    If things are still looking good, we’ll set up several short interviews with team members, peers, Management Team members (where relevant) and HR to make sure we are a good cultural fit. We do our best to plan these interviews on the same day, although on rare occasions they’ll take place on multiple days.

    Stage 5:

    Job Offer

    After positive evaluation from both sides, you will receive our job offer. Once you’ve accepted it, we will draw up the necessary paperwork. You will receive your contract within 3-5 working days and your onboarding process will start!

    Stage 6:

    Welcome

    We’re more than happy to welcome you to join Merus in our pursuit to close in on cancer!

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    Merus is an equal employment opportunity employer that does not discriminate on the basis of actual or perceived race, color, religious creed, national origin, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, age, ancestry, disability or perceived disability, qualified handicap, gender identity, military status, veteran status, certain criminal records, genetic information or testing, HIV testing, or any other characteristic protected by applicable federal, state or local laws (each, a "Protected Characteristic"). We are dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment.

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