Global Talent Partner (Contract)

Location: Copenhagen, Denmark (can consider remote in EU)

Reporting to: Global Talent Advisor

About Hemab

Hemab is building preventative treatments for serious, underserved bleeding disorders. These are therapies designed to work with the body's own biology and stop bleeds before they start, instead of treating them after they happen. We're patient-first, science-led and clinical-stage - with a pipeline that takes different scientific approaches to different patient needs.

We went public via our 2026 IPO, and we're scaling across two homes: Cambridge, MA, USA, and Copenhagen, Denmark.

The role

We're building the talent capability Hemab needs for our next stage of growth. As Talent Partner, you'll own searches from first talent map through to offer extensions - with a strong bias towards proactive sourcing. The job is to find people we don't already know, build relationships before we need them and help us understand where the talent we need next actually sits.

This is a talent acquisition build role: You'll have real ownership - including advising hiring managers, navigating compensation and closing candidates without a large support structure around you.

What you'll do

• Proactively map, source and approach talent across scientific, clinical, technical and go-to-market functions, building pipelines before a role becomes urgent.
• Anticipate future hiring needs by mapping capabilities, talent pools and locations as Hemab grows across the US and Europe.
• Own searches end to end - from role definition and sourcing strategy through screening, interviews, candidate communication and accepted offer.
• Challenge and advise hiring managers when the market, candidate evidence or search data points towards a different approach.
• Build practical talent maps and market intelligence that help Hemab make better decisions about where and how to hire.
• Own compensation and offer conversations with candidates, explaining the full package clearly and handling negotiation with sound judgement.
• Give hiring teams a clear view of pipeline health, trade-offs and search risks, and act early when something isn't working.
• Give every candidate a respectful, transparent and human experience - including and especially the people we don't hire.
• Help create the recruiting frameworks and ways of working Hemab needs as we scale, keeping structure useful and lightweight.

What you'll bring to Hemab

• You have a strong track record of full-cycle recruiting - including meaningful in-house experience in biotech, pharma or life sciences.
• You're a proactive sourcer. You can point to hard-to-find people you've identified and engaged yourself (rather than relying mainly on applications or agencies).
• You understand biotech or pharma well enough to work credibly with scientific, clinical and technical hiring managers.
• You can run a search independently, including candidate assessment, hiring-manager advice, compensation conversations and offer negotiation.
• You can work across different talent markets and time zones – especially Europe and the US
• You solve problems at the first wall rather than passing them on. You take ownership, ask for help when you need it and work without ego across teams.
• You're comfortable creating the framework rather than waiting for one to arrive. At Hemab's size, how you work weighs as heavily as pedigree – so good structure should create speed and trust, not slow people down.

Nice to have

• Experience recruiting in an early-stage or fast-scaling biotech where the recruiting infrastructure was still being built.
• Experience developing talent pipelines ahead of approved vacancies or using talent intelligence to inform workforce and location decisions.

What to expect, honestly

Hemab is still building a lot of its own structure. Systems here tend to get created as we need them, not handed down in advance. Whoever takes this role will likely build some of their own process instead of inheriting a finished one. We work across two hubs and multiple time zones - bridging that well takes real, deliberate effort. And because we're growing quickly, priorities can shift with less notice than they would at a larger, more established company.

This is the actual shape of working somewhere at this stage: It's genuinely energising for the right person and genuinely frustrating for the wrong one. If you want a place where the operating manual is already written, this might not be it – but if you want to help write it, this might be exactly it.

Why Hemab

At Hemab, your work ultimately connects back to something simple. People living with serious bleeding disorders get something they've never had before - the chance to prevent a bleed, instead of reacting to one after it happens. You'll be joining at a stage where individual decisions still carry real weight, and where your work can help turn promising science into a preventative treatment that actually reaches patients.

How we treat our people is meant to be an extension of how we think about patients: with care, honesty, and respect. We're still building the consistency to back that up across every hiring process, every time. We'd say that plainly instead of pretending otherwise. If any part of your experience with us falls short of it, tell us.

Hemab builds balanced candidate slates and assesses everyone against a single standard. If you need a reasonable adjustment at any stage of the hiring process, please tell us.

Equal Employment Opportunity

Hemab Therapeutics is proud to be an equal opportunity employer, seeking to create a welcoming and diverse environment. All applicants will receive consideration for employment without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, pregnancy, sex, marital status, gender expression or identity, genetic information, sexual orientation, citizenship, or any other legally protected class.