Committed to the preservation of vision.
Help bring the first ophthalmic formulation of bevacizumab to people living with wet AMD.

Head of Employee Experience and HR Partnerships

ABOUT OUTLOOK THERAPEUTICS

Outlook Therapeutics (Nasdaq: OTLK) is a commercial-stage biopharmaceutical company redefining the standard of care in retinal disease. In the United States, our lead product has received FDA approval, making it the first and only FDA-approved ophthalmic formulation of its kind for the treatment of wet AMD, and we are preparing for US commercial launch. Our lead product is also the first ophthalmic formulation of its kind to receive Marketing Authorization from the European Commission and the UK MHRA for the treatment of wet age-related macular degeneration (wet AMD), and has launched across Germany, Austria, and the UK. Driven by the stories of the patients we serve, we are united with the vision-care community around a single goal: a future where everyone with retinal disease can envision a brighter world.

THE OPPORTUNITY

Reports To – Head of People
Location – Remote (US-based) – travel required for in person collaboration 15%
Employment Type – Full-time

This is a rare ground-floor moment at a company hitting its commercial inflection point. As a lean, fast-moving organization, we offer scope and ownership that larger companies can’t: your work is visible, your decisions matter, and you’ll help build the function rather than simply maintain it. You’ll partner directly with senior leadership and see a clear line between what you do and patients gaining access to a new treatment option.

You’ll design the organization’s first performance management framework, own the employee and manager side of HR through U.S. launch, and directly shape what the HR function becomes next — with a clear line to organization design, capability planning, and Total Rewards build-out.

WHAT YOU’LL DO

Employee & Manager Partnership

• Serve as the primary HR partner and trusted advisor to leaders and employees, bringing sound, independent judgment to complex people matters.
• Coach managers through performance conversations, employee relations, team effectiveness, and employee experience challenges.
• Own day-to-day employee relations matters end to end, escalating higher-risk issues to the Head of People with clear context and recommendations.
• Partner with Legal on employee relations matters requiring legal guidance or review.
• Guide leaders through organizational change, team growth, and evolving workforce needs as the company scales.

Performance Management

• Design, implement, and own the organization’s first performance management framework.
• Establish performance cycles, expectations, manager guidance, and calibration practices company-wide.
• Build manager tools and resources that strengthen accountability, feedback, and performance conversations.
• Lay the foundation for future integration between performance, merit, and incentive programs.

Employee Experience & Communications

• Own the employee experience end to end — from offer acceptance through onboarding, integration, development, engagement, and offboarding.
• Build scalable onboarding and integration practices that support rapid headcount growth.
• Lead engagement initiatives and translate employee feedback into concrete action.
• Translate HR programs, policies, and organizational decisions into clear communications, including manager talking points, FAQs, and toolkits.
• Partner with leadership and Corporate Communications on organizational and change communications.

HR Function Strategy, Organization Design & Cross-Functional Partnership

• Assess the current HR operating model, capabilities, and workload distribution, and recommend the future-state HR structure aligned to growth and launch priorities.
• Partner with the Head of People to develop and present People strategy, workforce insights, and organizational recommendations to the Executive Leadership Team and other C-suite audiences.
• Evaluate the timing and business case for dedicated Total Rewards capability, and help define its scope, level, and hiring process.
• Clarify ownership and handoffs across Talent, HR Operations, Employee Experience, Total Rewards, and other emerging HR capabilities, keeping the function lean and scalable.
• Partner closely with the Head of Talent to ensure a seamless handoff from candidate experience to employee experience, and with HR Operations, Finance, and external compensation advisors on systems, execution, and total rewards matters.

Operational Excellence & AI

• Identify opportunities to simplify HR processes and reduce administrative burden across the employee lifecycle.
• Apply AI, automation, and emerging technology to strengthen communication, manager support, and HR efficiency.
• Build repeatable tools and workflows that support scale without adding unnecessary headcount.
• Use workforce data and employee insights to surface trends, risks, and priorities for leadership.

WHAT YOU’LL BRING

Required

• 7–10 years of progressive HR experience, including direct support of leaders and employees in a growing organization.
• Strong experience in employee relations, manager coaching, and performance management, including designing or improving performance management programs.
• Experience assessing HR operating models and contributing to organization design as a company scales.
• Solid working knowledge of compensation, benefits, and Total Rewards strategy.
• Strong written and verbal communication skills, with the presence and judgment to advise leaders and contribute to executive-level discussions and materials.
• Sound business judgment and the ability to work independently while partnering effectively with senior leaders.

Preferred

• Experience supporting an organization through significant growth, transformation, or commercialization.
• Experience identifying capability gaps and building HR teams as an organization scales, including scoping and hiring specialized HR roles.
• Demonstrated ability to apply AI, automation, or other technology to improve HR effectiveness.
• Bachelor’s degree in Human Resources, Business, or a related field; advanced degree or HR certification (e.g., SPHR, SHRM-SCP) a plus.

WHAT WE OFFER

• Competitive base salary, annual performance bonus, and equity — so you share in the value you help create
• Comprehensive health coverage: medical, dental, and vision
• 401(k) with company match
• Generous paid time off and company holidays
• A high-trust, low-bureaucracy culture with direct access to leadership and real room to grow
• Mission-driven work that helps preserve sight for patients who are counting on it

COMPENSATION

In keeping with our commitment to pay transparency, the good-faith base salary range for this role is $190,000-$225,000, with an annual target bonus of 20%. This role is also eligible for a meaningful equity grant, reflecting the opportunity to build lasting value at a company at a commercial inflection point. Final compensation reflects experience, skills, and location.

OUR COMMITMENT

Outlook Therapeutics is an equal opportunity employer. We are committed to building an inclusive environment where every team member can do their best work, and we consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by law.