Director, Human Resources Business Partner

Revolution Medicines•Redwood City, CA

5h•$211,000 - $264,000•Onsite

About The Position

Revolution Medicines is a clinical-stage precision oncology company focused on developing novel targeted therapies to inhibit frontier targets in RAS-addicted cancers. The company’s R&D pipeline comprises RAS(ON) Inhibitors designed to suppress diverse oncogenic variants of RAS proteins, and RAS Companion Inhibitors for use in combination treatment strategies. As a new member of the Revolution Medicines team, you will join other outstanding Revolutionaries in a tireless commitment to patients with cancers harboring mutations in the RAS signaling pathway. The Opportunity: The Director, Human Resources Business Partner role, will report to the Vice President, Human Resources Business Partner organization, and will partner with various business leaders and HR cross-functional teams in a variety of initiatives. Operate as a trusted advisor and strategic thought partner to various business leaders and their teams including those in the development organization to understand business priorities and translate them into HR strategies to enable effective scaling. Act as a trusted member of the leadership team(s) to guide and partner with leaders and their team(s) on workforce planning initiatives that strengthen team connectivity, enhance efficiency, and ensure the people strategy evolves with the business. Coach leaders on effective change management strategies and interventions that will enable the function to thrive through periods of evolution. Conduct deep and thorough diagnosis on organizational structure and leadership assessment to ensure the business functions are scaled for long term success. Collaborate closely with COEs and functional leaders: Talent Acquisition – execute recruitment strategies and grow talent and technical capability pipelines in partnership of the business. Total Rewards, People Ops, & HR Technology – provide guidance to help leaders navigate through new initiatives, programs or processes to drive high adoption. Culture, Employee Engagement and Learning – maintain our core values and engagement drivers to evolve our culture and operating model as we become a global organization. Partner with other HRBPs to align, develop, and document new functional initiatives and processes. Lead identification of new processes and best practices to support growth. Provide support addressing employee relations and investigation concerns in accordance with internal policies and local/ regional legislation.

Requirements

12+ years of progressive HRBP experience with a bachelor’s degree in human resources, business administration, or a related field.
Good biotech or pharma business acumen and ability to translate strategic priorities with organizational effectiveness and development, capabilities, and interdependencies.
Proven strategic HRBP focus of aligning culture with business goals, displaying strong consultative and organizational skills.
Excellent interpersonal communication and presentation skills.
Experience building strong partnerships within function and cross-functional teams and at all levels of leadership with excellent listening, influencing, and collaboration skills.
Forward thinking, ability to exercise good judgement, and make decisions that are appropriate for the organization.
Accustomed to working in a high growth and dynamic environment where accountability, change agility, flexibility, urgency, and responsiveness are valued.
Good project management skills with the ability to manage projects or program implementations, including development of clear timelines/milestones.
Strong analytical capabilities (including Excel skills), effective at diagnosing organizational issues and demonstrated skill in use and application of data to address issues.
Strive for continuous improvement and embrace innovative ideas in daily work.
Strong knowledge of HR compliance, legislation, and best practice.

Nice To Haves

Experience as an HRBP at a similarly sized biotech company, with rapid growth and first NDA / Commercialization.
Experience defining and building processes across the HR function to support cross-functional HR effectiveness.
Experience working in matrixed and global environment.

Responsibilities

Operate as a trusted advisor and strategic thought partner to various business leaders and their teams including those in the development organization to understand business priorities and translate them into HR strategies to enable effective scaling.
Act as a trusted member of the leadership team(s) to guide and partner with leaders and their team(s) on workforce planning initiatives that strengthen team connectivity, enhance efficiency, and ensure the people strategy evolves with the business.
Coach leaders on effective change management strategies and interventions that will enable the function to thrive through periods of evolution.
Conduct deep and thorough diagnosis on organizational structure and leadership assessment to ensure the business functions are scaled for long term success.
Collaborate closely with COEs and functional leaders
Talent Acquisition – execute recruitment strategies and grow talent and technical capability pipelines in partnership of the business.
Total Rewards, People Ops, & HR Technology – provide guidance to help leaders navigate through new initiatives, programs or processes to drive high adoption.
Culture, Employee Engagement and Learning – maintain our core values and engagement drivers to evolve our culture and operating model as we become a global organization.
Partner with other HRBPs to align, develop, and document new functional initiatives and processes. Lead identification of new processes and best practices to support growth.
Provide support addressing employee relations and investigation concerns in accordance with internal policies and local/ regional legislation.