Matthew Levy Email & Phone Number

Bridgewater, New Jersey, United States

Insmed is a global biopharmaceutical company on a mission to transform the lives of patients with serious and rare diseases. The Company is dedicated to developing and bringing to market therapies that make a real difference in patients’ lives, while striving to understand and enhance the entire patient experience, from diagnosis and treatment to everyday living. Headquartered in Bridgewater, NJ, we are a rapidly growing company with offices in seven countries.

Remote

Kite, a Gilead company, is dedicated to achieving one of the most ambitious goals of 21st century medicine: curing cancer. This mission is at the heart of everything we do, from early research to product development.For the past three decades, members of our team have been at the forefront of cancer immunotherapy. Today, we are a leader in engineered T cell therapy, changing the paradigm of cancer treatment with what is potentially the biggest breakthrough since the introduction of combination chemotherapy more than 60 years ago.With an unrelenting drive and a singular focus on cell therapy, our team is executing on our strategy to bring life-saving therapies to patients.

Global HR Lead - Janssen (Pharmaceuticals) R&D (2010-2016)In this global role, provide strategic HR consulting and organization effectiveness for Janssen BioTherapeutics and Discovery Sciences as a member of the HR team reporting to the Head of HR for our centers of excellence. Partner with senior leaders of these organizations and their staff by delivering the full spectrum of HR generalist and organizational development support to meet current and future business needs. Liaise with HR COE's to provide innovative and appropriate solutions to the business and work closely with other HR executives in the U.S., Europe and India. Experienced in rollouts related to goal setting, talent development, succession planning, performance calibration and year-end performance. •HUMAN RESOURCES MASTER PLAN: Created HR master plan linked to matrix organization goals and objectives. Key projects aligned to senior leader sponsor.•ORGANIZATIONAL CAPABILITY PLAN: Conducted a series of strategic interviews, synthesized results, facilitated a gap analysis and created a plan to close gaps.•TALENT DEVELOPMENT: Implemented two-year rotational development program to foster career growth for future leaders. •ORGANIZATIONAL DESIGN: Working with leadership teams to design delayered structures to foster knowledge sharing and flow of entrepreneurism. •ENGAGEMENT: Partner on engagement survey and associated engagement action planning.•UPWARD FEEDBACK COACHING: Provide impartial coaching to executives in areas of people management, authentic leadership and straightforward communication.Head of Staffing - Pharmaceutical R&D (2007-2010)Utilizing both strategic and tactical leadership, supervised all staffing accomplishments for US Pharmaceutical Research and Development (6,000 clients; geographically dispersed) including building and implementing global, forward-thinking talent strategies that produce a strong pipeline of qualified, diverse and best-in-class candidates.

Relocated to California as Staffing Leader responsible for all staffing activity in Global Commercial Operations (2000 employees) and Corporate Functions areas (Legal, HR, Finance and IS, 2650 employees). Specific accomplishments include:• TALENT ASSESSMENT and TALENT IDENTIFICATION: Led a team of 22 geographically dispersed staffing professionals in the sourcing, assessing and selecting of talent for Amgen.• ORGANIZATIONAL DESIGN: Utilized staffing metrics and assessment skills to make changes to team structure and hire new staff members. Managed redeployment of 24 sales representatives whose jobs were eliminated. • WORKFORCE ANALYTICS: Partnered with Finance to develop headcount forecasts to meet business needs. Managed staffing budget in excess of $1 million. • OURSOURCING: Implemented SAP recruiting module.

Senior HR Business Partner – 2003-2006• Staffing and On-boarding Strategies – Ensured management hires had potential for promotion. • Performance & Development Processes – Simplified, integrated, and educated on processes. • Performance Calibration Meeting Process – Clarified, reinforced, and built rigor into processes. • Talent Review – Standardized process; managed post-talent review follow through of planned actions. • Senior Executive Coaching Process – Developed and implemented a process for the top 15 high potentials.• Development Assignment Process – Accelerated the development of highest potential talent by providing them with assignments that address critical business needs. Routinely received extraordinary client feedback including 5 awards for excellence. Manager, Talent Acquisition – 1999-2003 Specific accomplishments include:• Applicant Tracking System selection and implementation divisional leader (Taleo)• New recruitment advertising agency selection divisional leader (Bernard Hodes)• Led Employment Branding Campaign• Staffing metrics development team• Divisional leader for careers web site redesign• Manufacturing supervisor staffing team – used forecasting to determine advanced staffing needs; developed assessment guide in conjunction with DDI• Downsizing project leader – managed workforce reduction efforts for MMD• Organizational Fitness Profiling Recruitment team Leader (examined diversity issues within Human Resources)• Created, coordinated and pulled through “An Evening of Diversity” – a networking event for mid-career diverse candidates