Senior Human Resources Business Partner

Accuray•Madison, WI

About The Position

At Accuray, we make a direct and powerful impact on the lives of cancer patients every day — helping them live longer, better lives. But our commitment to innovation offers a truly unique opportunity: the chance to change the fight against cancer — helping to develop, introduce and support new treatment delivery systems and software that will give new hope and new health to cancer patients and cancer survivors around the world. Accuray develops, manufactures and sells radiotherapy systems for alternative cancer treatments. Our radiation therapy for cancer makes treatment shorter, safer, personalized and more effective, ultimately enabling patients to live longer, better lives.

Requirements

Bachelor’s Degree required in Human Resources Management or related field (or equivalent experience).
5–8+ years of progressive HR experience, including senior‑level HR Business Partner roles.
Demonstrated experience supporting operations, manufacturing, supply chain, or frontline organizations.
Strong working knowledge of employee relations, employment law, workforce planning, and organizational effectiveness.
Proven ability to influence senior leaders and partner in fast‑paced, execution‑focused environments.
Experience navigating change, ambiguity, and complex stakeholder dynamics.
Advanced level analytical and creative problem-solving skills.
Demonstrated and effective verbal and written communication skills; strong interpersonal and customer service skills in dealing with senior management along with all levels of employees and cross-functional teams.
Authorized to work in the U.S. without sponsorship

Nice To Haves

Regular engagement with executive leaders and frontline teams.
Strong business acumen with the ability to connect people strategy to operational outcomes.
Confident, credible advisor with excellent judgment and discretion.
Data‑driven and comfortable using metrics to inform decisions.
Pragmatic, hands-on approach with the ability to balance strategy and execution.
Excellent communication, coaching, and relationship‑building skills.

Responsibilities

Serve as the primary HR partner for the organization, aligning people strategies to operational goals, transformation initiatives, and productivity targets.
Advise leaders on organizational effectiveness, workforce planning, succession, and change management.
Translate business needs into practical HR solutions that drive measurable results.
Act as a coach to leaders at all levels, enhancing leadership capability, decision-making, and accountability.
Lead complex employee relations matters including performance management, investigations, disciplinary actions, and terminations.
Ensure consistent application of employment policies, practices, and labor law compliance.
Partner closely with Legal and HR Centers of Excellence on risk mitigation and sensitive matters.
Support leaders through challenging conversations, workforce actions, and organizational changes.
Drive performance management, goal alignment, and talent review processes for assigned stakeholder groups.
Partner with Talent Acquisition to support strategic hiring, workforce capacity planning, and onboarding effectiveness.
Support succession planning and leadership development efforts for critical operational roles.
Use data and insights to assess talent health, engagement, and retention trends.
Support organizational design, role clarity, and operating model changes within assigned stakeholder groups.
Lead the people side of operational transformations, restructures, and continuous improvement initiatives.
Partner with leaders to assess culture, engagement, and readiness for change.
Collaborate with HR COEs (Compensation, Talent, DEI, HRIS) to ensure programs meet frontline and operational needs.
Serve as a bridge between corporate HR strategy and operational execution.