Senior Director, HR Business Partner

Kura Oncology•Boston, MA

6d•$267,000 - $300,000•Onsite

About The Position

The Senior Director, HRBP serves as an embedded strategic and hands-on partner to leaders across the Operations, Development, and Global Program teams, translating business and portfolio priorities into workforce, organization, talent, leadership, and culture strategies. Reporting to the Vice President of HR (Head of HR), this role brings insights from the client groups into Kura’s broader people strategy and partners closely with leaders to anticipate workforce needs, shape organizational design, lead talent and succession planning, strengthen leadership and team effectiveness, and guide teams through change. Within the assigned client groups, the HRBP champions Kura’s values and works with leaders to embed them into how they lead, how teams work, and how people decisions are made, while partnering across HR on employee relations, performance, compensation, talent acquisition, and organizational effectiveness to support continued growth and operational excellence.

Requirements

BA/BS in Business, Human Resources, or a related field.
Minimum of 12 years of broad-based Human Resources experience.
Experience in the pharmaceutical or biotech industry required.
Experience supporting a commercial team
Certification in workstyle or behavioral assessment tools (e.g., DiSC, MBTI, or similar) to support team dynamics, leadership coaching, and development initiatives.
Strong business acumen and proven ability to diagnose and co-develop solutions with and for the business
Experience working for a publicly traded company and knowledge of SOX regulations affecting Human Resource programs
Knowledge of current best practices within the human resource profession in addition to federal, state and local employment- related regulations.
Knowledge of the trends and methods for attracting and retaining employees specifically in the biotech, pharmaceutical or other related industries.
Demonstrated ability to lead and influence a business team; approachable and an effective communicator with people across all levels in the organization.
Ability to recognize and design/implement innovative human resource programs in various identified areas within the function.
Strong interpersonal and written, verbal and presentation communication skills, with the ability to develop a high degree of personal credibility across client groups.
Technology saavy with ability to implement technology services. Must have extensive skills, knowledge abilities with computers and software programs including Word, Excel, and HRIS programs. UKG experience is a plus.
Ability to “roll up your sleeves” and individually contribute results.
Leads decision-making across multiple programs or areas, setting direction and making strategic trade-offs that impact cross-functional execution and outcomes.
Drives cross-functional alignment across multiple programs, influencing stakeholders to shape strategy and ensure cohesive execution across functions.

Nice To Haves

SPHR Certification and or MA/MS preferred.

Responsibilities

Partnering with Leadership and the Head of HR: Collaborate with client group leaders to understand business objectives and provide strategic guidance on workforce planning, team development, and organizational priorities.
Act as a trusted advisor to leaders and managers, offering support on employee relations, performance management, and leadership development.
Bring an independent HR point of view, challenge assumptions constructively, identify organizational and talent risks, and help leaders evaluate tradeoffs.
Partner with the Head of HR to provide insights from client groups that inform broader HR strategies and initiatives.
Program Competitiveness and Market Alignment: Continually assess the competitiveness of HR programs, policies, and practices against industry and market standards.
Provide recommendations to leadership to maintain alignment with best practices and ensure the organization remains competitive in talent attraction and retention.
Employee Relations: Address and resolve complex employee relations matters in alignment with organizational policies and employment laws.
Serve as a resource and coach to managers and employees, providing guidance on team performance, conflict resolution, policy interpretation, and workplace issues. Ensure all employee relations practices reflect and reinforce Kura’s values.
Employee Engagement and Development: Champion a culture of collaboration, inclusion, and high performance aligned with Kura’s values.
Implement initiatives that foster a performance-based, best-in-class culture.
Work with client groups to develop and implement employee engagement initiatives tailored to client group needs, leveraging feedback to identify areas for improvement.
Collaborate with leaders to create career development plans and establish clear career paths.
Partner with Talent Acquisition to ensure the hiring process aligns with Kura’s values, emphasizing culture fit, inclusion, and organizational priorities.
HR Program Administration: In partnership with HRBP and HR Operations, roll out and administer HR programs such as performance management, compensation, benefits, and engagement initiatives, ensuring alignment with organizational goals, client group needs, and consistency across the organization.
Propose and advance technical tools to improve time efficiencies and ensure the accuracy of employee and HR program data.
Workforce Planning, Talent, and Organizational Effectiveness: Lead short- and long-term workforce planning with business leaders, Talent Acquisition, and HR Leadership translating business and portfolio plans into capability, capacity, headcount, and organizational requirements.
Lead organization-design discussions involving structure, leadership roles, critical capabilities, spans and layers, decision rights, and cross-functional dependencies. Challenge staffing assumptions and recommend solutions that support long-term scalability.
Lead talent reviews, 9-box discussions, succession planning, critical-talent identification, and performance and potential calibration, ensuring discussions result in clear development, retention, succession, and performance actions.
Partner with leaders to identify critical roles, leadership pipelines and talent gaps.
Design and facilitate leadership-team sessions, functional offsites, new-leader assimilations, team-effectiveness workshops, and organizational working sessions.
Coach leaders on organization effectiveness, decision-making, accountability, team dynamics, candor, conflict, and leadership capability.
Regulatory Compliance: Ensure HR practices within client groups comply with applicable laws, regulations, and company policies, including SOX and FDA requirements.
Stay current on industry trends and legislative changes to proactively address compliance risks.

Benefits

Competitive comp package
Bonus
401K + Employer contributions
Generous stock options
ESPP Plan
20 days of PTO to start
18 Holidays (Including Summer & Winter Break)
Generous Benefits Package with a variety of plans available with a substantial employer match
Paid Paternity/Maternity Leave
In-Office Catered lunches
Home Office Setup
Lifestyle Spending Stipend
Commuter Stipend (Boston Office)
Regular employee social activities, including happy hours, monthly birthday celebrations, Kura Koffee Talks, and much more!