Vice President, Human Resources
Location:
Horgen, Switzerland
Reporting to:
Chief Executive Officer
Company Context
Numab Therapeutics AG is a Swiss‑headquartered biotechnology company based in Horgen, Zurich canton, dedicated to developing multi‑specific antibody‑based immunotherapies for cancer and inflammation. Using its proprietary λ‑Cap and MATCH technology platforms, Numab designs and engineers multi‑specific antibodies that combine best‑in‑class potency, stability, and pharmacokinetic properties.
The company has built a broad and differentiated pipeline of in‑house programs across immunology and oncology, and has established multiple collaborations with leading global pharmaceutical partners—underlining the scalability and external validation of its platform and business model. In 2024 the company completed a major transaction with Johnson & Johnson through the sale of its subsidiary (Yellow Jersey Therapeutics) which included rights to NM26‑2198 in a deal valued at approximately USD 1.25 billion. In early 2025, the Series C fundraising was extended to CHF 180 million to support several first- and best-in-class programs.
With a headcount of around 80 employees, Numab now enters an exciting phase of development. The HR / People agenda is of high strategic importance: shaping the company's culture, strengthening talent pipelines, ensuring governance and compliance (especially in Swiss labor law), scaling HR systems and practices, and enabling the leadership team to lead an evolving, high‑performing scientific organization.
Role Purpose
The VP of HR will own the people agenda for Numab, partnering with the CEO and leadership team to define how human capital strategy underpins the business's ambitions. They will build and implement HR strategy, lead talent and leadership development, embed performance culture, enhance adoption of key HR processes and systems (recruiting, performance management, onboarding), ensure full compliance with Swiss and relevant employment law, and elevate the HR function from operational to strategic business partner.
Key Responsibilities
* Serve as a core member of the executive leadership team. Contribute to organizational design, workforce planning, leadership development and culture.
* Shape and build the company culture with a strong on-site presence in our Horgen offices and labs. Strengthening management capability, energizing young scientists, promoting accountability and collaboration.
* Develop a 12–24 month HR roadmap aligned to company strategy (talent acquisition, performance management, leadership pipeline, reward/compensation, engagement, employer branding).
* Lead all talent acquisition efforts: building pipelines for scientific, development, operational and corporate roles; workforce planning; succession planning; employer branding.
* Embed and drive adoption of HR systems and frameworks, including recruiting system, performance management framework, onboarding/off‑boarding, learning & development.
* Oversee reward, compensation and benefits strategy. Ensure competitiveness in Swiss/European biotech market.
* Ensure full compliance with Swiss employment law and relevant HR best‑
* Lead the HR team. Develop HR capability, set governance, metrics/KPIs, and report to CEO and executive leadership team.
* Act as trusted advisor to senior leadership: raise talent or culture risks, coach leaders, and enable change.
Key Qualifications & Experience
* 15+ years of HR leadership experience in biotech, pharmaceutical or life sciences.
* Proven track record of partnering with senior leadership on HR strategy, culture transformation, and systems scaling.
* Expertise in Swiss labor law and employment practices.
* Hands‑on, results‑oriented approach suitable for an 80‑person company.
* Fluent in English and German.
* Bachelor's/Master's in HR or related field; HR certification desirable.
* Personal Attributes
* Strategic thinker and business partner.
* High integrity, discretion and professionalism.
* Change‑agent and strong communicator.
* Pragmatic, results‑driven, and passionate about culture building.
Success Metrics
* Develop and present the HR strategy.
* Drive adoption of recruiting and performance systems.
* Launch leadership development initiatives.
* Establish HR compliance and KPI dashboard.
* Elevate HR to strategic partner status.