Associate Director, Human Resources Business Partner

Associate Director, Human Resources Business Partner

At Agios, we are fueled by connections to transform rare diseases. We foster an inclusive, collaborative culture – one that sparks bold thinking and strengthens our connections with each other and with the rare disease communities we serve. We embrace diverse backgrounds with respect, active listening, and a commitment to inclusion – because our differences shape how we hire, collaborate, and innovate.

Our team's proven track record of executional excellence, combined with our depth of expertise and dedication, enables us to develop innovative medicines that reflect the priorities of rare disease communities. Our commitment is more than scientific – it's deeply personal, grounded in the meaningful connections we have built.

Agios is seeking an Associate Director, Human Resources Business Partner to provide end-to-end HR partnership to our R&D organization and contribute to enterprise people and culture priorities. This highly visible role will be a trusted, practical partner across every level of the organization—adapting their approach to support executives, senior and mid-career leaders, early people leaders, and individual contributors with a wide range of experience.

The Associate Director will combine strong business judgment, deep HR expertise, and a genuine commitment to our mission to help leaders and teams navigate change, strengthen organizational effectiveness, develop talent, and create an environment where people can bring their whole selves and do their best work.

TRUSTED HR PARTNERSHIP:
Serve as the primary HR Business Partner for the R&D organization, building trusted relationships across all levels. Flex your style and support to meet the needs of executives, experienced and emerging people leaders, and individual contributors. Understand business priorities, anticipate people and organizational needs, and translate them into practical actions that support strong performance and the employee experience.

ORGANIZATIONAL EFFECTIVENESS AND CHANGE:
Partner with leaders to shape organization design, workforce plans, team structures, and ways of working that advance business priorities. Lead the people side of change with clear plans, thoughtful communication, and practical support that help teams adapt and remain effective.

TALENT AND LEADERSHIP:
Partner with leaders and HR colleagues to assess talent, strengthen succession and development plans, build leadership capability, and support thoughtful career growth. Facilitate management effectiveness and other HR- and Culture-sponsored learning and development sessions, adapting content and delivery as our philosophies and organizational needs evolve. In partnership with Talent Acquisition, shape proactive workforce and hiring strategies that bring the capabilities needed today and in the future.

PERFORMANCE, COACHING, AND EMPLOYEE RELATIONS:
Coach leaders at every stage of their people-management experience, helping them set clear expectations, give meaningful feedback, make sound decisions, and address performance or team challenges early. Advise on complex and sensitive employee matters with empathy, consistency, confidentiality, and good judgment.

CORE PEOPLE PROGRAMS:
Partner with HR colleagues and business leaders to deliver effective talent, performance, compensation, recognition, engagement, and workforce planning processes. Bring business context and employee insight to enterprise programs and help ensure they are applied clearly, consistently, and thoughtfully.

INSIGHTS AND EXECUTION:
Use data, organizational insight, and close partnership with the business to identify trends, surface risks and opportunities, and recommend practical solutions. Follow through from strategy to implementation, measuring impact and adjusting as needs evolve.

PEOPLE AND CULTURE STRATEGY:
Contribute to company-wide people and culture priorities, bringing forward perspectives from across the organization and helping turn those priorities into a consistent, meaningful employee experience.

What you Bring:

• 8+ years of progressive HR experience, including substantive HR Business Partner responsibility in a…