Job Opportunities API

The Position We are seeking a Senior Director, Talent Acquisition & HRBP to lead hiring strategy and execution as the company advances its lead program into late ‑ stage development and prepares for continued organizational growth. This role is critical to ensure we attract, assess, and hire the talent required to deliver on our clinical and corporate priorities, while also serving as a strategic people partner to the business.   The Senior Director will work closely with executive leadership, functional leaders, and the broader People team to build scalable, high ‑ quality hiring capabilities. Depending on the experience, interest, and capabilities of the individual hired, this role will also include Human Resources Business Partner (HRBP) responsibilities for select functions.   The Impact You’ll Have Talent Acquisition Strategy   Own and execute a company ‑ wide talent acquisition strategy aligned with late ‑ stage development milestones and growth plans.   Lead, coach, and develop the Talent Acquisition team, including recruiters, coordinators, and other recruiting resources as the organization scales.   Translate business priorities and program timelines into hiring plans and recruiting strategies.   Build proactive pipelines across core biotech talent markets and manage search firms, contractors, and recruiting vendors.   Advise leaders on hiring sequencing, role scoping, and talent tradeoffs as the organization scales.   Hiring Execution & Process Excellence   Partner with functional leaders to recruit for critical clinical, scientific, technical, and operational roles.   Ensure hiring processes are efficient, rigorous, inclusive, and appropriate for a late ‑ stage biotech environment.   Oversee and manage relationships with external search partners.   Continuously refine Talent Acquisition strategy and practices to ensure a strong candidate experience and high ‑ quality outcomes.   Workforce Planning & Organizational Scaling   Collaborate with leadership and translate company milestones, portfolio priorities, and organizational plans into hiring roadmaps, tied to organizational needs.   Provide input into org design discussions related to growth, team structure, and build ‑ vs ‑ buy decisions.   Use market data and benchmarks to inform hiring and resourcing decisions.   HR Business Partner Responsibilities   Serve as an HR Business Partner to designated functions, providing strategic people guidance and support.   Partner with leaders on organizational design, role clarity, team effectiveness, performance management and change management.   Act as a trusted advisor to leaders navigating growth, complexity, and evolving organizational needs.   As a  Senior Director , we also expect  you  to  demonstrate  the following Leadership Competencies:    Leadership Competencies Communication and Influence Role models clear communication and open two-way conversations.   Reinforces an environment where people feel heard and their opinions are valued.   Inspires followership despite differing initial opinions.   Teamwork and Collaboration Champions collaborations and connections across Maze.   Establishes team norms and expectations.   Seeks opportunities to spotlight team and individual contributions in public forums.   Execution and Results Develops recommendations to  seize on  opportunities and mitigate obstacles that could  impact  long-term success.   Coaches &nb