Senior Level Human Resources Representative Jobs
Senior level human resources representative jobs place experienced HR professionals in charge of workforce strategy, policy ownership, and the cross-functional initiatives that shape how organizations attract, develop, and retain talent. Openings are concentrated in Technology & Software, Accounting & Auditing, and Marketing & Advertising, with a mix of on-site, hybrid, and remote opportunities, and employers like PIMCO, Plaid, and GitLab hiring at this level now.
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Department:
102100 People SuccessLocation:
San Diego, USA- RemoteBe a part of a global team that is inspired to make a difference in the lives of people living with rare disease.
At Travere Therapeutics, we recognize that our exceptional employees are vital to our success. We are a dedicated team focused on meeting the unique needs of rare patients. Our work is rewarding – both professionally and personally – because we are making a difference. We are passionate about what we do.
We are seeking talented individuals who will thrive in our collaborative, diverse, fast-paced environment and share in our mission – to identify, develop and deliver life-changing therapies to people living with rare disease. We stick by our values centered on patients, courage, community, and collaboration to pursue our vision of becoming a leading biopharmaceutical company dedicated to the delivery of innovation and hope to patients in the global rare disease community.
At Travere Therapeutics, we are in rare for life. We continue to courageously forge new paths as we move toward a common goal of elevating science and service for rare patients .
Position Summary
The Vice President, People Technology & Operations leads Travere’s global People technology, digital transformation, and People Operations capabilities. A key objective is to transform how People Success delivers services through AI, automation, integrated systems, and simpler processes. This leader is accountable for reliable technology, including Workday, trusted workforce data, and scalable services that improve the experience of employees, managers, and the People Success team.
Reporting to the Chief People Officer (CPO), the Vice President translates People Success strategy and business priorities into an integrated technology and service delivery roadmap. The role advises the CPO on enabling capabilities and leads execution within its scope. In partnership with IT and functional leaders, the Vice President prioritizes investments, drives adoption, and communicates complex technical concepts in clear, practical terms that help stakeholders make decisions and use solutions effectively.
Responsibilities
People Technology Strategy and Leadership
- Own the People technology strategy and roadmap, aligning Workday and the broader technology ecosystem with business priorities, employee needs, and People Success goals.
- Lead Workday and related HR systems design, optimization, and ongoing support through internal experts and external partners, with accountability for platform effectiveness and user experience.
- Establish technology governance, demand prioritization, release planning, testing, and change control in partnership with IT and functional owners.
- Oversee integrations, reporting, and data governance; establish clear accountability for data quality, access, and information flow across systems.
- Manage technology investments and vendor relationships, with accountability for cost, service quality, adoption, and business value.
Digital Transformation and Adoption
- Lead digital transformation across People Success, redesigning processes and applying AI, automation, and digital tools to improve service, reduce manual effort, and enable scale.
- Identify and prioritize use cases, such as employee and manager self-service, knowledge access, workflow automation, reporting, and onboarding, based on business value and employee experience.
- Partner with IT, Legal, Compliance, and other stakeholders to evaluate tools and establish appropriate safeguards for privacy, security, accuracy, and human oversight.
- Lead change management, communications, and training that translate technical changes into clear benefits and practical actions for employees, managers, and People Success partners. Measure adoption and results.
People Operations Strategy and Leadership
- Translate the CPO’s People Success strategy into operational priorities and service delivery capabilities. Advise on capacity, technology, and process implications as Travere grows and evolves.
- Centralize and simplify People Operations processes where appropriate, establishing clear ownership, consistent standards, and effective service delivery across the employee lifecycle.
- Lead a team that can execute day-to-day operations while advancing strategic improvements. Set clear priorities, develop talent, and build capacity for future needs.
- Advise People Success leaders on the operational implications of new programs, organizational changes, and business growth.
- Define how employees, managers, and People Success partners access support, including self-service, case management, escalation paths, and service expectations.
Operational Excellence Data and Controls
- Ensure People Success processes and systems deliver accurate data, global consistency, effective controls, and a reliable employee and manager experience.
- Partner with Payroll, Finance, IT, Stock Administration, and other functions to improve the flow of information and clarify accountability across shared processes.
- Establish service and platform performance measures, including resolution time, data accuracy, user adoption, and employee satisfaction. Use results to prioritize improvements and demonstrate value.
- Advance People analytics and reporting so leaders have timely, reliable information to support workforce and business decisions.
- Lead process mapping and continuous improvement efforts, balancing standardization with the needs of different business groups and geographies.
- Oversee HR systems security, documentation, internal controls, audits, and adherence to applicable SOX requirements.
Education and Experience
- Bachelor’s degree in Human Resources, Business, Technology, or a related field required. An equivalent combination of education and applicable experience may be considered.
- At least 15 years of progressive experience in People technology, HR systems, People Operations, or HR transformation, including significant leadership experience and at least eight years managing teams.
- Demonstrated success designing and scaling People Operations in a growing, complex organization with global operations.
- Experience leading enterprise HR technology strategy, including Workday implementation or optimization, with demonstrated success translating business needs into effective solutions and sustained adoption.
- Experience leading HR technology governance, integrations, data quality, release management, and vendor partnerships in collaboration with IT and business stakeholders.
- Demonstrated experience applying AI to business processes is required, including identifying use cases, leading implementation and adoption, and measuring results. Sound judgment regarding data privacy, accuracy, risk, and human oversight is essential.
- Experience in life sciences, pharmaceuticals, or biotechnology strongly preferred.
Additional Skills and Qualifications
- A strategic partner who can advise the CPO and senior leaders while remaining accountable for execution.
- Strong understanding of Workday and the broader HR technology ecosystem; able to evaluate solution designs, lead technical experts, and make sound platform and investment decisions.
- Proven ability to redesign processes, clarify ownership, and build scalable service models across functions.
- Strong analytical skills and the ability to turn operational data into clear recommendations and measurable improvements.
- Demonstrated ability to lead complex, cross-functional initiatives involving technology, process, people, and change management.
- Sound judgment in handling sensitive employee information, confidential matters, and competing business priorities.
- Exceptional written and verbal communicator who translates highly technical information into clear, concise, audience-appropriate explanations. Able to articulate a point of view, explain trade-offs and business implications, and give employees and managers practical guidance they can understand and use.
- Collaborative leader who influences senior stakeholders, builds trust across functions, and develops high-performing teams.
- Ability to manage budgets, vendors, project plans, and competing priorities in a dynamic environment.
- Commitment to Travere’s values and patient-inspired mission.
- Ability to travel approximately 10% domestically and internationally
Ability to perform face-to-face work with colleagues and work
Total Rewards Offerings :
Travere provides comprehensive total rewards offerings that demonstrate our commitment as a diverse, equitable, people-centric, and pay-for-performance organization.
Benefits: Our benefits include premium health, financial, work-life and well-being offerings for eligible employees and dependents, wellness and employee support programs, life insurance, disability, retirement plans with employer match and generous paid time off.
Compensation : Our competitive compensation package includes a combination of both cash compensation (base pay and short-term incentive) and long-term incentive compensation (company stock), designed to recognize, retain, and reward employees.
Target Base Pay Range:
$285,000.00 - $385,000.00- This information is current as of the date of this posting and may be modified in the future. Actual pay offered to a candidate will depend on a variety of factors including the candidate’s experience, education, skills, and location.
Travere will accept applications on an ongoing basis until a candidate is selected for the position.
Travere Therapeutics, Inc. is an EEO/AA/Veteran/Disability Employer.
If you require a reasonable accommodation to complete the application or interview process, please contact us by sending an email to accommodations@travere.com . Please note that this email address is to be used exclusively to request an accommodation with the online application, interview or hiring process only. Travere HR will not reply to emails sent to this address for any other reason.
Department:
102100 People SuccessLocation:
San Diego, USA- RemoteBe a part of a global team that is inspired to make a difference in the lives of people living with rare disease.
At Travere Therapeutics, we recognize that our exceptional employees are vital to our success. We are a dedicated team focused on meeting the unique needs of rare patients. Our work is rewarding – both professionally and personally – because we are making a difference. We are passionate about what we do.
We are seeking talented individuals who will thrive in our collaborative, diverse, fast-paced environment and share in our mission – to identify, develop and deliver life-changing therapies to people living with rare disease. We stick by our values centered on patients, courage, community, and collaboration to pursue our vision of becoming a leading biopharmaceutical company dedicated to the delivery of innovation and hope to patients in the global rare disease community.
At Travere Therapeutics, we are in rare for life. We continue to courageously forge new paths as we move toward a common goal of elevating science and service for rare patients .
Position Summary
The Vice President, People Technology & Operations leads Travere’s global People technology, digital transformation, and People Operations capabilities. A key objective is to transform how People Success delivers services through AI, automation, integrated systems, and simpler processes. This leader is accountable for reliable technology, including Workday, trusted workforce data, and scalable services that improve the experience of employees, managers, and the People Success team.
Reporting to the Chief People Officer (CPO), the Vice President translates People Success strategy and business priorities into an integrated technology and service delivery roadmap. The role advises the CPO on enabling capabilities and leads execution within its scope. In partnership with IT and functional leaders, the Vice President prioritizes investments, drives adoption, and communicates complex technical concepts in clear, practical terms that help stakeholders make decisions and use solutions effectively.
Responsibilities
People Technology Strategy and Leadership
- Own the People technology strategy and roadmap, aligning Workday and the broader technology ecosystem with business priorities, employee needs, and People Success goals.
- Lead Workday and related HR systems design, optimization, and ongoing support through internal experts and external partners, with accountability for platform effectiveness and user experience.
- Establish technology governance, demand prioritization, release planning, testing, and change control in partnership with IT and functional owners.
- Oversee integrations, reporting, and data governance; establish clear accountability for data quality, access, and information flow across systems.
- Manage technology investments and vendor relationships, with accountability for cost, service quality, adoption, and business value.
Digital Transformation and Adoption
- Lead digital transformation across People Success, redesigning processes and applying AI, automation, and digital tools to improve service, reduce manual effort, and enable scale.
- Identify and prioritize use cases, such as employee and manager self-service, knowledge access, workflow automation, reporting, and onboarding, based on business value and employee experience.
- Partner with IT, Legal, Compliance, and other stakeholders to evaluate tools and establish appropriate safeguards for privacy, security, accuracy, and human oversight.
- Lead change management, communications, and training that translate technical changes into clear benefits and practical actions for employees, managers, and People Success partners. Measure adoption and results.
People Operations Strategy and Leadership
- Translate the CPO’s People Success strategy into operational priorities and service delivery capabilities. Advise on capacity, technology, and process implications as Travere grows and evolves.
- Centralize and simplify People Operations processes where appropriate, establishing clear ownership, consistent standards, and effective service delivery across the employee lifecycle.
- Lead a team that can execute day-to-day operations while advancing strategic improvements. Set clear priorities, develop talent, and build capacity for future needs.
- Advise People Success leaders on the operational implications of new programs, organizational changes, and business growth.
- Define how employees, managers, and People Success partners access support, including self-service, case management, escalation paths, and service expectations.
Operational Excellence Data and Controls
- Ensure People Success processes and systems deliver accurate data, global consistency, effective controls, and a reliable employee and manager experience.
- Partner with Payroll, Finance, IT, Stock Administration, and other functions to improve the flow of information and clarify accountability across shared processes.
- Establish service and platform performance measures, including resolution time, data accuracy, user adoption, and employee satisfaction. Use results to prioritize improvements and demonstrate value.
- Advance People analytics and reporting so leaders have timely, reliable information to support workforce and business decisions.
- Lead process mapping and continuous improvement efforts, balancing standardization with the needs of different business groups and geographies.
- Oversee HR systems security, documentation, internal controls, audits, and adherence to applicable SOX requirements.
Education and Experience
- Bachelor’s degree in Human Resources, Business, Technology, or a related field required. An equivalent combination of education and applicable experience may be considered.
- At least 15 years of progressive experience in People technology, HR systems, People Operations, or HR transformation, including significant leadership experience and at least eight years managing teams.
- Demonstrated success designing and scaling People Operations in a growing, complex organization with global operations.
- Experience leading enterprise HR technology strategy, including Workday implementation or optimization, with demonstrated success translating business needs into effective solutions and sustained adoption.
- Experience leading HR technology governance, integrations, data quality, release management, and vendor partnerships in collaboration with IT and business stakeholders.
- Demonstrated experience applying AI to business processes is required, including identifying use cases, leading implementation and adoption, and measuring results. Sound judgment regarding data privacy, accuracy, risk, and human oversight is essential.
- Experience in life sciences, pharmaceuticals, or biotechnology strongly preferred.
Additional Skills and Qualifications
- A strategic partner who can advise the CPO and senior leaders while remaining accountable for execution.
- Strong understanding of Workday and the broader HR technology ecosystem; able to evaluate solution designs, lead technical experts, and make sound platform and investment decisions.
- Proven ability to redesign processes, clarify ownership, and build scalable service models across functions.
- Strong analytical skills and the ability to turn operational data into clear recommendations and measurable improvements.
- Demonstrated ability to lead complex, cross-functional initiatives involving technology, process, people, and change management.
- Sound judgment in handling sensitive employee information, confidential matters, and competing business priorities.
- Exceptional written and verbal communicator who translates highly technical information into clear, concise, audience-appropriate explanations. Able to articulate a point of view, explain trade-offs and business implications, and give employees and managers practical guidance they can understand and use.
- Collaborative leader who influences senior stakeholders, builds trust across functions, and develops high-performing teams.
- Ability to manage budgets, vendors, project plans, and competing priorities in a dynamic environment.
- Commitment to Travere’s values and patient-inspired mission.
- Ability to travel approximately 10% domestically and internationally
Ability to perform face-to-face work with colleagues and work
Total Rewards Offerings :
Travere provides comprehensive total rewards offerings that demonstrate our commitment as a diverse, equitable, people-centric, and pay-for-performance organization.
Benefits: Our benefits include premium health, financial, work-life and well-being offerings for eligible employees and dependents, wellness and employee support programs, life insurance, disability, retirement plans with employer match and generous paid time off.
Compensation : Our competitive compensation package includes a combination of both cash compensation (base pay and short-term incentive) and long-term incentive compensation (company stock), designed to recognize, retain, and reward employees.
Target Base Pay Range:
$285,000.00 - $385,000.00- This information is current as of the date of this posting and may be modified in the future. Actual pay offered to a candidate will depend on a variety of factors including the candidate’s experience, education, skills, and location.
Travere will accept applications on an ongoing basis until a candidate is selected for the position.
Travere Therapeutics, Inc. is an EEO/AA/Veteran/Disability Employer.
If you require a reasonable accommodation to complete the application or interview process, please contact us by sending an email to accommodations@travere.com . Please note that this email address is to be used exclusively to request an accommodation with the online application, interview or hiring process only. Travere HR will not reply to emails sent to this address for any other reason.
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Senior Level Human Resources Representative Jobs: Frequently Asked Questions
How do I get a senior level human resources representative job?
Employers hiring at the senior level look for candidates who have owned full HR functions, not just supported them. That means demonstrated experience leading investigations, managing complex employee relations cases, and driving policy changes from start to finish. A strong candidate brings depth in a specialty like talent management, labor relations, or benefits design, and can show measurable outcomes they personally drove rather than contributed to.
Which companies hire senior level human resources representatives?
Companies hiring senior level human resources representatives right now include PIMCO, Plaid, and GitLab, based on current listings on Migrate Mate as of November 2026. Hiring at this level tends to come from mid-to-large employers with established HR departments that need experienced professionals to lead programs, mentor junior staff, and manage high-stakes employee matters independently.
Are there remote senior level human resources representative jobs?
Yes, though availability varies by employer and function. About 50% of senior level human resources representative openings are remote or hybrid as of November 2026, reflecting broader flexibility trends in professional HR roles. Senior positions tied to on-site employee relations, investigations, or compliance work are more likely to require in-person presence, while strategic and generalist roles tend to offer more flexibility.
What makes a human resources representative role senior level?
Senior level human resources representative roles are defined by independent ownership rather than task execution. These professionals lead employee relations cases without escalation, design and implement HR programs, interpret and apply employment law, and serve as a primary advisor to managers and leadership. They are also expected to mentor junior HR staff and contribute to department strategy, not just follow established processes.
Which industries hire the most senior level human resources representatives?
Senior level human resources representative roles concentrate in Technology & Software, Accounting & Auditing, and Marketing & Advertising, based on current listings on Migrate Mate as of November 2026. These sectors tend to have large, complex workforces with ongoing compliance demands, high employee relations volume, and the organizational scale that requires experienced HR professionals operating with significant autonomy rather than close supervision.