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Job #1897: VP, Human Resources -NJ (9/7/2023)

Job Title

VP, Human Resource 

Job Location

New Jersey preferred, Hoboken office  





This role drives results by fostering creativity and accountability in a performance-oriented culture, creating and leading the talent strategy to engage and develop the Company’s diverse and talented 100+ team members across Europe and the United States and grow the business by attracting top talent with relevant capabilities and subject matter expertise. The VP, Head of HR will build credibility throughout the organization by establishing an integrated approach to talent, organization, culture, engagement, performance management, reward, leadership, and internal communications. This individual will be a strong collaborator who is capable of building and managing strong working relationships across the organization. Prior experience at other fast-growing global biotech companies will position this VP, Head of HR for success in crafting efficient and effective systems and processes for the entire organization while taking direct responsibility for HR operations of the business.

The position centers around Talent Management (retention, training, development, succession planning, performance management and culture), Talent Acquisition, Benefit Management / Employee Relations (benefits, employee relations, and compensation), and Diversity & Inclusion. This role requires strong analytical and technical abilities and demands fast, but carefully thought-out results. Strong leadership and control of the work process from beginning to end is essential. Partnering with the senior management, the VP, Head of HR will engage with the Compensation Committee of the Board of Directors.

Key Responsibilities

  • Oversee all aspects of human resources by designing and implementing successful global HR strategies that enable Silence to achieve its objectives.
  • Partner closely with peers and stakeholders across the company to assess existing people programs, processes, and practices, identify gaps and inefficiencies, and drive innovative solutions to enhance the employee experience and support long-term growth objectives.
  • Act as an internal consultant to senior leaders, managers, and employees providing expertise in performance management, talent calibration, rewards/recognition programs, career planning, coaching, compensation and rewards, equity-based compensation programs, learning and development, employee relations, and diversity and inclusion.
  • Continue to develop a performance-based culture focused on setting measurable objectives, developing "great place to work" programs, engendering accountability, and delivering consistent feedback.
  • Lead, assess, and mentor the HR team members to ensure daily operations excellence and encourage and inspire creativity.
  • Manage annual operating budgets for HR department, including employee salaries and benefits and departmental expenditures.
  • Work closely with Finance in determining the budgetary implications of compensation practices, employee benefit plans, and equity-based compensation programs.
  • Serve as a key advisor to the executive leadership team by building a trusting relationship, learning the business, and partnering with the executive leadership team to contribute to developing the right structures, processes, and talent to deliver high performance and growth.

Desired Outcomes

  • Become a trusted advisor and respected thought partner to the leadership team and board of directors on all people and organizational issues. Earn trust through proactive strategic thinking and successful execution.
  • Continue to evolve the HR organization towards a best-practice continuum. Determine the most effective structure, hire top talent, develop, and mentor a strong team and improve HR processes and capabilities. Ultimately, establish the HR function as a credible business partner, prepared to undertake the next stage of the company’s growth.
  • Establish a strategic, comprehensive approach to talent management, including attraction, retention, development, performance management and succession planning. Ensure a top talent and leadership pipeline exists at all levels of the organization.
  • Continue to nurture and strengthen the organization’s culture, supportive of a diverse and inclusive environment with engaged and committed team members. Design and put into place the foundational framework and infrastructure needed to effectively deliver the DE&I strategy

Ideal Experience

  • Minimum of 10 years global HR-related experience, with at least four years in a senior leadership position.
  • Experience directly supporting executives, senior management leaders and managing HR in a hyper-growth, innovation-focused company, ideally in Biotech, Pharmaceuticals Healthcare, and/or Life Sciences. While the ideal candidate will have broad-based HR experience, specific expertise in organizational design, performance management, equity-based compensation, leadership development and succession planning are particularly attractive.
  • Demonstrated experience in a US public company environment and associated equity compensation programs.
  • Ideally has served as a VP, Head of HR or a divisional HR leader in a publicly traded organization of similar scope and scale. Prior experience planning, developing, and delivering presentations to the Compensation Committee and broader Board of Directors is highly desirable.
  • Experience leading companies through periods of high growth and transformations while preserving the corporate culture and values.
  • Experience scaling global biotechnology organizations from start-up to mid-size is highly preferred.

Other Qualifications

  • Experience managing the planning, development, implementation, and administration of one or more Human Resources programs on a global scale.
  • Experience building teams, implementing, and refining programs, processes and procedures in an emerging industry is strongly desired. Includes fluency with the use of leading-edge HR technology tools.
  • Highly effective strategic planning and analytical skills that result in the development and implementation of high impact HR policies, plans and initiatives.
  • Strong emotional intelligence – your empathy and great judgment make you a trusted partner to Silence leaders and colleagues. You are courageous in giving tough yet supportive feedback that is clear and concise when needed to leaders at all levels.
  • Solid understanding of industry trends and best practices, as well as a deep understanding of compliance / regulatory requirements.
  • Thorough knowledge of employment laws across all jurisdictions as well as current HR business trends and best practices; active membership in professional affiliations.

Critical Leadership Capabilities

  • Driving Results
  • Hands-on, results-driven, self-motivated, and detail-oriented with the ability to multitask and prioritize in a dynamic environment, while having fun!
  • Demonstrates a strong sense of ownership and accountability by working to achieve goals while overcoming obstacles and/or planning for contingencies.
  • Shows drive and urgency with respect to reaching targets.
  • Reviews performance and progress on a regular basis to ensure the team is achieving results.
  • Proficient in creating and managing a budget and implementing metrics to effectively track cost-per-hire, time to fill, sourcing effectiveness, quality of hire, and other recruitment related metrics.
  • Building Organizational Capability
  • Engages with the organization’s leadership to develop a clear view of long-term capabilities required to transform and grow the organization, both within and outside of the HR function.
  • Proactively drives talent management strategies to build or acquire critical capabilities.
  • Proven track record of success in building and developing strong, cross-functional, and high-impact teams.
  • Systematically develops a process that identifies top leadership talent, diverse talent, and critical skills for accelerated development opportunities. Provides stretch assignments with specific development goals.
  • Builds contemporary goal setting and appraisal processes that reward high performance, drive teamwork, and maximize accountability

Interested in joining the team?

  • E-mail resume and cover letter at
  • Please mention that you are a member of EisnerAmper's Friends of the Firm program.
  • Make sure to include Job #1897 in the subject line and to copy on your email.

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