Director, HR Business Partnerships

Position Overview

Immunome is seeking a strategic, collaborative, and hands-on Director, HR Business Partnerships to help shape and scale our people strategy as we advance the development of innovative cancer therapies. 

Reporting to the Head of HR, this individual will play a foundational role in establishing Immunome's dedicated HR Business Partnership function. Initially serving as a hands-on strategic partner to business leaders, this individual will have the opportunity to build, lead, and develop a team of HR Business Partners as the organization grows. 

This role is ideal for a seasoned HRBP practitioner who brings both strategic perspective and a willingness to roll up their sleeves. The successful candidate will serve as a trusted advisor to senior leaders, translating business priorities into practical people strategies that strengthen organizational effectiveness, build leadership capabilities, develop talent, and enable business performance. 

Working collaboratively with HR colleagues and leaders across the company, this leader will help establish a proactive, consistent, and business-oriented approach to HR partnership at Immunome. 

Responsibilities

Strategic HR Business Partnership 

• Serve as a trusted advisor to senior leaders across scientific, clinical, technical, and corporate functions. Build a deep understanding of Immunome’s business strategy and development priorities so you can anticipate people and talent needs. 

• Translate business priorities into actionable people strategies that support performance, agility, and long-term growth. 

• Coach and challenge leaders on complex people matters, bringing an objective perspective and practical solutions. 

• Use workforce data, business insights, and external benchmarks to inform decisions and measure the impact of people initiatives. 

• Develop a deep understanding of Immunome’s culture and values and help leaders model and reinforce them through how they build teams, make decisions, and manage change as the company grows. 

Building the HRBP Function 

• Partner with the Head of HR to define the HRBP function’s expectations, priorities, ways of working, and measures of success. 

• Serve as a hands-on HRBP while setting up scalable practices, tools, and operating rhythms. 

• As the organization grows, shape the HRBP team’s structure and capabilities, and hire, onboard, and develop future HR Business Partners. 

Organizational Effectiveness and Leadership Development 

• Assess organizational capabilities, clarify roles and accountabilities, and design structures that support effective execution and decision-making. 

• Lead organizational effectiveness and change initiatives, including org design, team effectiveness, and leadership alignment. Balance business objectives, employee experience, and clear communication. 

• Lead talent reviews, succession planning, performance calibration, and development planning with business leaders and Learning & Development. 

• Coach leaders on performance management, feedback, and building high-performing teams to strengthen manager effectiveness and engagement. 

HR Collaboration and Employee Relations 

• Bring the business and employee perspective into the design, rollout, and ongoing improvement of HR programs, policies, and processes. 

• Advise on sensitive employee relations matters, performance issues, and organizational risk, partnering with HR and Legal as needed. 

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent professional experience. 

• 10+ years of progressive HR experience, including significant experience as a strategic HR Business Partner to senior leaders in a growing or evolving organization. 

• Deep expertise in organizational design, workforce planning, talent management, leadership coaching, performance management, and change management. 

• Experience coaching, mentoring, or leading HR professionals, with the interest and ability to build a team. 

• Biotech or life sciences industry experience preferred. 

• Advanced degree or relevant certification (e.g., SHRM-SCP, SPHR) preferred. 

Knowledge and Skills