Director, HR Business Partner

Vir Biotechnology•San Francisco, CA

2d•$195,500 - $272,500•Hybrid

About The Position

Vir Biotechnology is looking for a Director, HR Business Partner to serve as a strategic, hands-on, business-embedded people partner for assigned client groups. This role is an advisor to functional leaders and people managers, partnering with HR leadership and HR centers of excellence to align people priorities with business objectives, strengthen leader capability, and enable consistent, values-aligned people decisions. The Director will provide consultative support across organizational effectiveness, workforce planning, talent management, change management, performance management, and employee experience. The role is primarily accountable for assigned client group HRBP support and execution, and may contribute to HR Leadership Team or executive-visible initiatives when aligned to client group needs and HR leadership priorities. This role is located in our San Francisco headquarters with an expectation of at least 3 days per week in office.

Requirements

Bachelor’s degree required; advanced degree in Human Resources, Business Administration, Organizational Development, I/O Psychology, MBA, or related field preferred.
8+ years of progressive HR experience, including HR Business Partner experience supporting leaders in complex, matrixed, high-growth, or evolving organizations; 10+ years preferred.
Deep oncology industry experience required; candidates should have supported oncology-focused biotech or pharmaceutical organizations and understand the talent, organizational, workforce planning, and operating model challenges associated with building and scaling oncology development and commercialization organizations.
Demonstrated ability to provide consultative HR support across talent management, performance management, workforce planning, organizational effectiveness, employee relations, employee experience, and change management.
Experience supporting senior leaders or contributing to HR initiatives with executive visibility preferred.
Strong working knowledge of organizational effectiveness, team effectiveness, workforce planning, talent processes, performance management, leadership development, and change management.
Ability to translate functional priorities, program timelines, business needs, workforce data, and employee feedback into practical people actions for assigned client groups.
Ability to support organizational scaling discussions, including role scoping, team structure, resource needs, hiring sequencing, capability gaps, and talent tradeoff discussions in partnership with leaders, Talent Acquisition, HR leadership, and HR colleagues.
Strong coaching, facilitation, problem-solving, written and verbal communication, relationship-building, and follow-through skills.
Sound judgment, discretion, accountability, collaboration, curiosity, agility, empathy, and comfort navigating ambiguity and sensitive situations.
Ability to balance strategic thinking with hands-on execution in a fast-paced environment.

Responsibilities

Own HRBP partnership and people plan execution for assigned client groups, translating business priorities into clear talent and organizational actions.
Serve as the primary advisor to functional leaders and people managers on people strategy, leadership practices, team effectiveness, performance management, and employee experience.
Coach leaders and managers on communication, feedback, performance expectations, engagement, accountability, and values-aligned decision-making.
Partner with HR centers of excellence to deliver integrated, practical solutions.
Build trusted relationships across client groups and HR, connecting leaders with the right expertise, tools, and resources while promoting effective self-service where appropriate.
Support organizational effectiveness and workforce planning efforts within assigned client groups, translating business priorities into talent, capability, and organizational actions.
Apply practical experience from oncology-focused biotech and pharmaceutical organizations to advise leaders on workforce planning, team structure, role design, capability needs, and organizational scaling decisions.
Partner with leaders and HR leadership on organizational design and scaling decisions, including role clarity, team structure, resource needs, hiring sequencing, capability gaps, and talent tradeoffs.
Assess workforce implications and capability needs for assigned business functions and recommend practical actions that support business objectives, execution, and continuity.
Use leader input, workforce data, employee feedback, and relevant market or benchmark information to identify trends, risks, and opportunities affecting team performance and employee experience.
Help leaders implement organizational changes in ways that reinforce clarity, accountability, business continuity, and effective ways of working.
Support core talent processes, including performance management, talent reviews, succession planning, development planning, retention strategies, and engagement initiatives.
Coach managers on talent development, career growth, feedback, and performance conversations, while balancing empathy with high standards.
Partner with leaders and Talent Acquisition on role scoping, hiring sequencing, and development solutions for assigned client groups.
Promote consistent, inclusive, and high-quality talent practices that support collaboration, belonging, engagement, and business outcomes.
Surface employee experience themes and partner with leaders to identify actions that strengthen engagement and team effectiveness.
Support leaders through organizational changes, leadership transitions, team shifts, and evolving business priorities with clear communication and practical change tools.
Advise managers on employee relations matters, performance concerns, workplace issues, and sensitive situations, escalating to Employee Relations, Legal, or HR leadership as appropriate.
Maintain confidentiality, sound judgment, and professionalism when handling sensitive people matters and employee information.
Identify recurring themes or organizational dynamics that may require proactive leader coaching, process improvements, or cross-functional HR support.
Use HR metrics, workforce data, employee feedback, and business context to inform practical recommendations for assigned client groups.
Translate people insights into clear actions, options, and communications that help leaders understand tradeoffs, risks, and next steps.
Support implementation of HR programs, policies, and practices that align with business goals, employee needs, and company expectations.
Contribute to HRBP tools, processes, leader enablement, and selected HR initiatives when aligned to assigned client group needs and HR leadership priorities.