Senior Manager, Human Resources - Commercial Business
Full-TimeUpdated on 10/23/2026
No salary listed
Senior
Bachelor's, Master's
King of Prussia, PA, USA
HybridHybrid role in King of Prussia, Pennsylvania; travel approximately 5–10%.
People & HRHR Generalist & Employee Relations
About the job
Requirements
A bachelor's degree in Human Resources, Business Administration, or a related field is required.
At least 5 years of progressive Human Resources experience, including at least 3 years supporting business leaders in an HR Business Partner or equivalent HR Generalist role.
Demonstrated experience in talent management, organizational effectiveness, employee relations, leadership coaching, performance management, and change management.
Strong business and commercial acumen and the ability to translate business priorities into practical people solutions.
Experience leveraging workforce analytics, HR technologies, and business insights to inform recommendations and decision-making.
Experience using HRIS platforms is required.
Proficiency in Microsoft Office Suite is required.
Ability to travel approximately 5–10%.
Responsibilities
Partner with Commercial leaders to understand business priorities and implement people strategies and HR initiatives that support organizational performance and business objectives.
Provide consultative guidance to leaders on talent management, organizational effectiveness, workforce planning, leadership effectiveness, and employee-related matters.
Build trusted relationships with leaders and employees, providing coaching and practical guidance on people-related issues while fostering a positive and high-performing work environment.
Identify organizational risks, talent gaps, and workforce opportunities, recommend practical solutions, and partner with HR leadership on complex organizational challenges.
Influence decision-making through business partnership, consultation, and data-informed recommendations.
Partner with leaders to assess team effectiveness, organizational needs, and talent priorities, identifying opportunities to improve organizational performance 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 managers and leaders on people leadership practices, including performance management, talent development, employee engagement, and organizational effectiveness.
Partner with HR Centers of Excellence and Commercial leaders to deliver integrated talent solutions that support business priorities.
Support organizational change initiatives by helping leaders navigate change, communicate effectively, and build employee engagement.
Provide guidance and consultation on employee relations matters, performance concerns, workplace investigations, and corrective actions in accordance with company policies.
Ensure fair, consistent, and legally compliant people practices across assigned client groups.
Partner with Legal & Compliance, HR Centers of Excellence, and business leaders to resolve employee relations matters, escalating complex issues as appropriate.
Support leaders in managing organizational risk while balancing business needs and the employee experience.
Promote a culture of accountability, inclusion, collaboration, and continuous improvement.
Partner with leaders to support employee engagement and retention initiatives.
Champion company values and contribute to a positive employee experience.
Leverage workforce analytics, business insights, and organizational data to identify trends and support leadership decision-making.
Monitor workforce metrics, including turnover, engagement, and talent outcomes, identifying opportunities for continuous improvement.
Develop practical recommendations using workforce analytics, business trends, and organizational data.
Use HR systems, analytics tools, and emerging technologies to improve HR effectiveness and the employee experience.
Desired Qualifications
A master's degree or HR certification (SHRM-CP/SHRM-SCP, PHR/SPHR) is preferred.
Experience supporting Commercial, sales, or other customer-facing organizations; experience supporting field-based sales teams is preferred.
Pharmaceutical, biotechnology, or healthcare industry experience is preferred.
Workday experience is preferred.
Advanced Excel skills and experience with HR analytics, workforce reporting, and data visualization tools are preferred.
Demonstrated curiosity and willingness to leverage emerging technologies, including AI-enabled tools, to improve HR effectiveness, decision-making, operational efficiency, and the employee experience.
Position Title: Senior Manager, Human Resources
Department: Human Resources
Reports To (title): Executive Director, HR Business Partner
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 Senior Manager, Human Resources serves as a trusted HR Business Partner to Commercial business leaders, translating enterprise and Commercial talent strategies into practical people solutions that support business performance, organizational effectiveness, and employee engagement. 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, the Senior Manager provides consultation and coaching on talent management, organizational effectiveness, performance management, employee relations, and change management. Success in this role requires balancing strategic thinking with hands-on execution, building strong relationships, and helping leaders navigate people-related opportunities and challenges in a fast-paced, evolving environment.
The ideal candidate combines strong business acumen with broad HR expertise and the ability to influence leaders, manage competing priorities, and deliver practical, business-focused HR solutions.
Key Responsibilities:
Strategic Business Partnership
Partner with Commercial leaders to understand business priorities and implement people strategies and HR initiatives that support organizational performance and business objectives.
Provide consultative guidance to leaders on talent management, organizational effectiveness, workforce planning, leadership effectiveness, and employee-related matters.
Build trusted relationships with leaders and employees, providing coaching and practical guidance on people-related issues while fostering a positive and high-performing work environment.
Identify organizational risks, talent gaps, and workforce opportunities, recommending practical solutions and partnering with HR leadership on more complex organizational challenges.
Influence decision-making through trusted business partnership, thoughtful consultation, and data-informed recommendations.
Talent & Organizational Effectiveness
Partner with leaders to assess team effectiveness, organizational needs, and talent priorities, identifying opportunities to improve organizational performance 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 managers and leaders on effective people leadership practices, providing guidance on performance management, talent development, employee engagement, and organizational effectiveness.
Partner closely with HR Centers of Excellence and Commercial leaders to deliver integrated talent solutions that support business priorities.
Support organizational change initiatives by helping leaders navigate change, communicate effectively, and build employee engagement.
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 assigned client groups.
Partner with Legal & Compliance, HR Centers of Excellence, and business leaders to resolve employee relations matters, escalating complex issues as appropriate.
Support leaders in managing organizational risk while balancing business needs and the employee experience.
Employee Engagement & Culture
Promote a culture of accountability, inclusion, collaboration, and continuous improvement.
Partner with leaders to support employee engagement and retention initiatives.
Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree or HR certification (SHRM-CP/SHRM-SCP, PHR/SPHR) preferred.
5+ years of progressive Human Resources experience, including 3+ years supporting business leaders in an HR Business Partner or equivalent HR Generalist role.
Demonstrated experience in talent management, organizational effectiveness, employee relations, leadership coaching, performance management, 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 translate business priorities into practical people solutions.
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 the employee experience.