Associate Director, Human Resources Business Partner, Pharmaceutical Development & Manufacturing

The Opportunity:

The Associate Director, Human Resources Business Partner will report to the Senior Director, Human Resources Business Partner and serve as a strategic HR partner supporting the Pharmaceutical Development & Manufacturing (PDM) function.

This individual will partner closely with functional leaders, people managers, and HR Business Partners to translate our PDM business priorities into people and organizational strategies. The role will operate as a trusted advisor and strategic thought partner, helping leaders build organizational capability, navigate complexity and change, and scale their teams effectively.

• Serve as a trusted advisor and strategic HR thought partner to leaders across the PDM organization, building a strong understanding of their business and organizational priorities.

• Translate functional and sub-functional business strategies into actionable people, talent, organizational, and workforce plans, and help leaders manage execution and measure effectiveness.

• Partner with business leaders to drive workforce planning, organizational design, succession planning, talent development, and capability-building initiatives that enhance organizational effectiveness and support both near- and long-term business objectives. Conduct organizational assessments and provide recommendations on structure, operating models, decision-making, leadership capabilities, and team effectiveness.

• Serve as a trusted advisor and coach to leaders on leadership effectiveness, team dynamics, performance management, employee development, and organizational health. Proactively identify and resolve complex people and organizational challenges by applying sound judgment, analytical insights, and a strong understanding of business priorities and enterprise impact.

• Lead and support change management initiatives across PDM, including stakeholder assessment, communication planning, leader enablement, adoption, and sustainability.

• Partner with line management and broader HRBP team to ensure alignment of people strategies across functions and to identify opportunities for scalable HR practices and solutions.

• Collaborate closely with HR Centers of Excellence and functional leaders, including:

• Talent Acquisition: Partner on workforce and recruiting strategies that build critical scientific, technical, and leadership capabilities.

• Total Rewards, People Operations, and HR Technology: Provide business context and guidance to line managers to support effective implementation and adoption of programs, processes, and tools.

• Culture, Employee Engagement, Talent Management, and Learning: Support leadership and organizational development, engagement, talent planning, and initiatives that strengthen RevMed’s culture and operating model as the organization continues to scale.

• Influence and build alignment among leaders and stakeholders on sensitive or complex organizational matters, using data, business context, and HR expertise to inform decisions.

• Use organizational and people data to identify trends, diagnose issues, develop recommendations, and evaluate the effectiveness of HR and business interventions.

• Partner with HR Centers of Excellence to develop, improve, and implement scalable HR practices, processes, and programs that support organizational growth and cross-functional effectiveness.

• Provide guidance on employee relations matters and support investigations, as appropriate, in accordance with company policies and applicable local and regional requirements.

• Champion Revolution Medicines’ core values and foster an environment of integrity, accountability, inclusion, collaboration, innovation, and commitment to patients.

Required Skills, Experience and Education:

• 14 years of progressive HRBP experience with a Bachelor’s degree in Human Resources, Business Administration, or a related field.

• Strong experience serving as an HR Business Partner in a biotechnology, pharmaceutical, life sciences, or similarly complex technical environment.

• Demonstrated ability to operate as a strategic advisor to senior leaders and translate business priorities into organizational and people strategies.

• Strong business acumen with the ability to understand scientific, technical, and operational priorities and connect them to organizational effectiveness, workforce, talent, and leadership considerations.

• Demonstrated experience supporting organizational design, workforce planning, talent management, leadership development, change management, and team effectiveness.

• Ability to independently diagnose and navigate complex or ambiguous organizational challenges and develop thoughtful, practical solutions.

• Strong influencing and consultative skills, with demonstrated success building credibility and partnering across functions and levels of leadership.

• Excellent interpersonal, communication, facilitation, and presentation skills.

• Strong judgment and the ability to balance employee, leadership, functional, and enterprise perspectives when providing guidance and recommendations.

• Demonstrated experience leading or managing complex projects and initiatives across multiple stakeholders or disciplines.

• Strong analytical capabilities and demonstrated ability to use data and insights to identify organizational issues, support recommendations, and inform decision-making.

• Ability to thrive in a high-growth, dynamic environment where change agility, accountability, flexibility, urgency, and responsiveness are valued.

• Strong knowledge of HR practices, employment compliance, and relevant legislation.

• Demonstrated commitment to continuous improvement and willingness to challenge existing approaches and identify innovative, scalable solutions.

Preferred Skills:

• Experience as an HR Business Partner in a similarly sized or rapidly growing biotechnology or pharmaceutical company.

• Experience supporting an organization through significant growth, pipeline advancement, late-stage development, NDA preparation, or commercialization readiness.

• Experience building or evolving HR processes and organizational practices to support cross-functional effectiveness and scale.

• Experience working in a matrixed and/or global organization.

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