Assistant Director, Human Resources Business Partner

Ionis•Carlsbad, CA

70d•Onsite

About The Position

The HRBP will support Ionis’ Global Product Strategy & Operations (GPS&O) organization in partnership with two other HR professionals, reporting to the Director, HRBP of GPS&O. The GPS&O organization includes Commercial, Medical Affairs, New Product Planning, and Insights & Analytics. This role partners with functional leaders and managers to understand business priorities and translate them into practical people plans and recommendations. The HRBP will support workforce planning, talent decisions, leadership effectiveness, employee engagement, performance management, employee relations, organizational change across GPS&O, and reinforce company culture and values. This is a hands-on business partnership role for an experienced HR professional who can apply broad HR knowledge to complex situations, evaluate multiple factors, determine practical approaches, and advise others on appropriate action. The successful candidate will work with autonomy, use sound judgment, and bring forward clear options while partnering with the broader HR team on specialized programs and matters requiring additional expertise. The HRBP serves as an advisor and thought partner to GPS&O leaders and managers and does not hold line authority over the supported business functions. Business Heads retain accountability for decisions within their organizations unless otherwise directed by their own leaders. The HRBP provides informed advice, presents options and implications, identifies potential risks, escalates concerns through appropriate channels, and supports implementation of approved decisions. This role is full-time onsite at our Carlsbad campus headquarters. We are looking for someone who will be genuinely excited to be here every day – to build strong working relationships, stay close to the business, and contribute actively to the energy and collaboration of the campus.

Requirements

Bachelor’s degree in human resources, business administration, or a related field, or equivalent combination of education and experience.
Typically, at least 8 years of related experience with a bachelor’s degree, or at least 6 years with a master’s degree; equivalent experience will be considered.
Experience as an HR Business Partner with broad experience across talent, performance, employee relations, workforce planning, and organizational effectiveness.
Experience advising leaders and managers in a complex, matrixed, and changing organization.
Strong understanding of how people, capabilities, organization design, and execution affect business results.
Demonstrated ability to evaluate complex situations, consider variable factors, and develop creative, practical solutions.
Strong coaching, facilitation, communication, influencing, and relationship-building skills.
Ability to use workforce data and analytics to identify trends and frame recommendations.
Sound judgment, professional maturity, integrity, and the ability to maintain confidentiality.
Ability to manage multiple priorities, work with autonomy, and collaborate effectively across HR and the business.
Genuine enthusiasm for working full-time onsite at Ionis’ beautiful and dog-friendly Carlsbad campus headquarters.

Nice To Haves

Experience in the pharmaceutical, biotechnology, life sciences, or healthcare industry.
Experience supporting Commercial, Medical Affairs, product strategy, market insights, analytics, or other customer- or science-facing functions.
Experience supporting product launches, commercialization, organizational growth, or operating-model change.
Master’s degree and/or HR certification such as SHRM-SCP, SPHR, or equivalent.
Experience working with HRIS, workforce analytics, and compensation or job-leveling processes.

Responsibilities

Build a strong working understanding of GPS&O’s priorities, operating model, and people needs across Commercial, Medical Affairs, New Product Strategy, and Insights & Analytics.
Partner with leaders and managers to identify workforce needs, role requirements, capability gaps, hiring priorities, critical roles, and retention considerations.
Support workforce planning and organization design activities, including role clarity, reporting relationships, team structure, and changes to ways of working by providing analysis, options, recommendations and risk considerations.
Participate in functional planning and business discussions to identify people-related risks and opportunities and recommend practical next steps.
Advise and support organizational readiness for product launches, commercialization milestones, portfolio priorities, and other changes affecting the supported functions.
Coach leaders and managers on leadership effectiveness, performance expectations, feedback, development, difficult conversations, and team dynamics.
Support talent reviews, succession planning, career development, and retention planning for key roles and employees.
Help leaders apply consistent and meaningful goal setting, performance management, and employee development practices.
Partner with Talent Acquisition, or external talent partners, on position requirements, recruiting priorities, selection decisions, and onboarding plans for important hires.
Help leaders respond to employee feedback and engagement results with focused, measurable actions.
Analyze engagement survey results by function, team, and other relevant employee groups, and help leaders translate findings into focused, measurable action plans.
Advise leaders and managers on employee relations, policy interpretation, performance concerns, workplace conduct, conflict resolution, and related employment matters.
Support employee relations reviews and investigations appropriate to the matter, partnering with Employee Relations, Legal, and HR leadership when specialized guidance or escalation is needed.
Advise leaders on fair, consistent, well-documented, and compliant decisions across the supported organization and escalate potential concerns where appropriate.
Handle sensitive information with discretion and maintain a high standard of integrity, confidentiality, and professional judgment.
Support leaders through reorganizations, role changes, process improvements, business transformation, and other workforce transitions.
Help leaders plan and communicate change clearly, address employee questions, and follow through on agreed actions.
Identify practical opportunities to improve team effectiveness, decision-making, collaboration, and ways of working.
Partner with HR colleagues to deliver change, talent, engagement, and leadership initiatives for GPS&O.
Use workforce data and HR metrics, including headcount, turnover, engagement, promotion, performance, and talent trends, to identify issues, evaluate options, and recommend action.
Prepare clear analysis and practical recommendations for leaders rather than simply reporting data.
Partner with Total Rewards, Talent, Learning & Development, Talent Acquisition, HR Operations, HRIS/ Analytics, Employee Relations, and other HR colleagues to deliver consistent HR support.
Contribute to improvements in HR processes, tools, and practices that help leaders and employees work more effectively.