Senior Director, Human Resources

Supernus Pharmaceuticals is an award-winning biopharmaceutical company with more than 30 years of experience in developing and commercializing products that treat central nervous system (CNS) diseases. At Supernus, we develop innovative products that help treat neurological and psychiatric conditions. We currently have 9 products in the market that are making a real impact on patient outcomes.

Job Summary

The Senior Director, Human Resources is a key member of the Human Resources leadership team, responsible for providing comprehensive leadership across HR operations, functional centers of expertise, and HR Business Partner organizations in the United States and Rest of World (ROW).

Reporting directly to the Vice President of Human Resources, this role serves as a critical leadership layer connecting HR strategy with operational execution, ensuring the delivery of consistent, effective, and scalable HR programs that support the company's business objectives and global growth.

The Senior Director will oversee HR Operations, Compensation, Talent Acquisition/Recruitment, the U.S.

HR Business

Partner organization, and ROW HR Business Partners, along with other assigned HR functional areas. This leader will integrate HR capabilities, strengthen cross-functional collaboration, establish clear accountability, and drive continuous improvement across the global HR organization while ensuring that programs and practices reflect applicable local requirements and the needs of the business.

Essential Duties & Responsibilities:

• Provide leadership, direction, and oversight across assigned HR functions, ensuring alignment with the company's business strategy, HR priorities, and organizational objectives.
• Serve as a key leadership partner to the Vice President of Human Resources, translating strategic priorities into effective execution plans, operating practices, and measurable outcomes.
• Establish an integrated HR operating model that promotes collaboration, shared accountability, consistent service delivery, and effective partnership across functional teams and HR Business Partners.
• Strengthen coordination among HR Operations, Compensation, Talent Acquisition, and HR Business Partners to ensure programs and processes are aligned and delivered effectively.
• Represent HR leadership in cross-functional initiatives and business planning discussions as delegated by the Vice President of Human Resources.
• Establish and maintain effective operational controls, standard operating procedures, service standards, and process governance appropriate to a regulated pharmaceutical environment.
• Drive process optimization, automation, standardization, and continuous improvement to improve the employee and manager experience while increasing operational efficiency.
• Ensure HR processes are scalable and adaptable to organizational growth, internationally, domestically, and through acquisitions.
• Provide leadership and oversight of compensation programs, ensuring alignment with the company's compensation philosophy, business strategy, talent needs, and financial objectives.
• Ensure compensation practices reflect applicable legal and regulatory requirements across the countries in which the company operates.
• Lead the Talent Acquisition/Recruitment function, establishing strategies and processes that attract, assess, and secure high-quality talent to meet current and future business needs.
• Provide leadership and direction to the U.S.

HR Business

Partner organization and ROW HR Business Partners, ensuring strong business alignment and consistent execution of HR priorities.

• Establish clear expectations for HR Business Partners as strategic advisors to business leaders, moving beyond transactional support to proactive organizational and talent consulting.
• Drive consistency in the application of HR policies, performance management, employee relations practices, talent management, succession planning, and organizational development while accounting for country-specific laws and local workforce requirements.
• Coach and develop HR Business Partners to strengthen business acumen, leadership effectiveness, analytical capability, and confidence in advising senior leaders.
• Advise leaders on complex people matters, organizational dynamics, leadership challenges, and change-related issues.
• Partner with the Vice President of Human Resources to develop and implement HR strategies, programs, and initiatives that advance business objectives and strengthen organizational performance.
• Provide oversight and guidance on complex employee relations matters, investigations, performance management, disciplinary actions, and other sensitive workforce issues.
• Promote fair, consistent, and well-documented employee practices, ensuring decisions are aligned with company policy, applicable employment laws, and established governance.
• Partner with Legal, Compliance, and other relevant stakeholders on employment risk, workplace investigations, policy interpretation, and sensitive employee matters.
• Ensure HR programs and practices are appropriately designed and implemented within the company's highly regulated operating environment.
• Support the development, implementation, and harmonization of HR policies and procedures across U.S. and international operations, accounting for local legal requirements.
• Promote a culture of integrity, accountability, confidentiality, and ethical decision-making throughout the HR organization.
• Provide HR leadership throughout the M&A lifecycle, including due diligence, transaction planning, integration execution, and post-acquisition stabilization.
• Support acquired employee onboarding, cultural integration, leadership alignment, and the harmonization of HR programs and processes.
• Partner with the Vice President of Human Resources to ensure the HR organization is prepared to support future acquisitions and evolving business requirements.
• Establish clear performance expectations and development plans for direct reports and their teams.
• Identify opportunities to strengthen the HR organizational structure, capabilities, and talent pipeline.
• Encourage innovation, continuous improvement, and the effective use of technology and analytics to improve HR service delivery.
• Ensure HR programs have defined objectives, appropriate governance, clear ownership, and measurable outcomes.
• Drive standardization of global HR processes where appropriate, while preserving necessary local flexibility.
• Evaluate emerging HR technologies and opportunities to leverage automation, analytics, and artificial intelligence responsibly.
• Establish a culture of continuous improvement and accountability across the HR function.
• Other responsibilities and duties as assigned.

Supervisory Responsibilities:

• Provides leadership and management in an effective manner consistent with Company Values towards defined Corporate Objectives.
• Understands Company Policy and procedure to be able to guide direct reports appropriately.

Knowledge & Other Qualifications:

• Bachelor’s degree in business or human resources management with 12+ years of progressive HR experience or Master’s degree with 10+ years of progressive HR experience, including supervisory and leadership responsibilities across multiple HR disciplines.
• Demonstrated experience leading HR functions such as HR Operations, Compensation, Talent Acquisition, and HR Business Partner organizations.
• Proven ability to lead and develop diverse HR teams and integrate multiple functional areas into a cohesive operating model.
• Experience partnering with senior executives and business leaders on organizational strategy, workforce planning, talent management, and complex people decisions.
• Demonstrated experience managing employee relations matters, employment risk, and HR compliance in a complex business environment.
• Experience leading organizational change, process improvement, and HR transformation initiatives.
• Strong business acumen, analytical capability, judgment, and ability to translate business priorities into actionable HR strategies.
• Excellent communication, influencing, problem-solving, and stakeholder management skills.
• Ability to balance strategic priorities with operational execution and deliver results in a dynamic, growing organization.
• Experience in leading and managing within an organization with 1000+ employees with a multi-state and international presence.
• Experience within the Pharmaceutical or Biotech Industry highly preferred.
• Experience working in a publicly traded company is highly desired.
• Proven ability to execute a Human Resources strategy that aligns with organizational goals.
• SHRM-SCP; SPHR Certifications a plus.
• Strong working knowledge of computer programs, such as Microsoft Office Suite.
• Strong working knowledge of HRIS programs; UKG and Workday a plus.
• Knowledge and understanding of employment law.
• Knowledge and understanding of recruitment strategy and organizational design.

Other Characteristics:

• Ability to work independently and as part of a team and maintain high ethical standards of integrity and quality.
• A self-starter able to work independently but comfortable working in a team environment.
• Ability to consistently exhibit Supernus Values in interactions with employees at all levels of the organization, vendors, customers and others.
• Capable of performing other duties as assigned by Management.
• Authorized to legally work in the United States without visa sponsorship.

Physical Requirements/Work Environment/Travel Requirements:

• Sedentary work. Exerting up to 10 pounds of force occasionally and/or carry objects. Sedentary work involves sitting most of the time.
• The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; and extensive reading.
• The worker is not substantially exposed to adverse environmental conditions.

Compensation

At Supernus, we offer a competitive compensation package that reflects your experiences and contributions. The expected salary range for fully qualified candidates applying for this role is $220,000 to $250,000. This range is what the Company reasonably expects to offer for the position and is not reflective of the full compensation scale of the role.

This range may be modified in the future. An individual’s salary within the range is based on multiple factors, which may include and are not limited to education, relevant experience, knowledge, length of industry experience and organizational needs.

You also will be able to participate in a competitive benefits package, including but not limited to: health, dental, vision, paid time off, 401k company match, company paid life insurance and health and wellness benefits.

The total compensation package for this position also includes other compensation elements such as stock equity awards, employee stock purchase programs and participation in our Company’s discretionary annual bonus program.

Supernus Pharmaceuticals is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, disability, protected veteran status, age or any other characteristic protected by law.

Equal Opportunity

Employer/Protected Veterans/Individuals with Disabilities

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