Director, HR Business Partner (Remote)

at  START Center for Cancer Research

The START Center for Cancer Research (“START”) is the world’s largest early phase site network, fully dedicated to oncology clinical research. Throughout our history, START has provided hope to cancer patients in global community practices by offering access to cutting edge trials throughout the US and Europe. Today, with over 1,300 studies completed, and with research facilities in the United States and in Spain, Portugal, and Ireland, START’s mission is to accelerate the development of new anticancer drugs that will improve the quality of life and survival for patients with cancer and lead to its eventual cure. To date, over 43 therapies conducted at START locations have obtained FDA/EMA approval. Incredibly, while Academic Medical Centers (AMCs) conduct 80% of cancer trials, such trials reach only 20% of the patient population – leaving the majority of patients who are treated in community practices and hospitals without access to a clinical trial when their care journey calls for one. START serves the many – by bringing cancer trials to physicians and their patients in community hospitals and practices when hope is needed most.
START represents the world’s largest roster of Principal Investigators (PIs) across its eight clinical trial sites. Committed to accelerating passage from trials to treatments, START delivers hope to patients, families, and physicians around the world. As an example, in San Antonio, where START was founded, START treated the first patient ever with Keytruda – the most effective cancer drug in medical history.
We are hiring a Director, HR Business Partner. This is a remote position. The Director, HR Business Partner for START’s Site Operations will provide strategic HR leadership across all U.S. In addition to guiding day-to-day HR functions and supporting business goals, this role will be instrumental in establishing new clinical sites, ensuring that HR strategies and operations are integrated smoothly into expansion efforts. The Director will collaborate closely with senior site leadership to implement talent, organizational development, and compliance initiatives to drive business performance and success.

Essential Responsibilities

• Strategic HR Leadership: Partner with the leadership team to understand business priorities and align HR strategies to support growth and performance across all U.S. sites.
• New Site Setup & Integration: Lead the HR component of setting up new clinical sites, including workforce planning, talent acquisition, onboarding, and integration of HR operations. Ensure that all HR systems, processes, and policies are in place and compliant from day one.
• Employee Engagement: Champion employee engagement efforts working closely with leadership and team members to consistently improve employee engagement
• Talent Management: Develop and implement talent strategies to attract, retain, and develop top talent, particularly in support of new site launches and expansions.
• Employee Relations: Provide expert guidance on complex employee relations matters, ensuring a positive and productive work environment across all sites.
• Organizational Development: Lead efforts related to organizational design, change management, and workforce planning, especially in newly established sites.
• Performance Management: Oversee performance management processes, driving consistent and fair evaluations while fostering a culture of continuous improvement and feedback.
• HR Operations & Support: Collaborate with Operations to ensure efficient execution of HR processes, including payroll, benefits, timekeeping, and compliance.
• HR Policy & Compliance: Ensure full compliance with local, state, and federal regulations for all sites, including new ones. This includes employment law, wage and hour regulations, and other key compliance areas.
• Diversity& Inclusion: Champion D&I efforts across all sites, embedding inclusive practices into the hiring and management processes for both existing and new locations.
• HR Data & Reporting: Leverage data and HR analytics to inform site-specific decision-making, track workforce trends, and measure the success of HR programs.
• Team Leadership: Manage and mentor HR Generalists, providing leadership and development opportunities to ensure strong HR support across all U.S. locations.

Education & Experience

• Bachelor’s degree in human resources, Business Administration, or a related field.
• 8+ years of HR experience, with at least 5 years in a strategic HR business partner role.
• Proven experience in supporting multi-site operations, with a focus on setting up new locations or expansion efforts.
• Expertise in U.S. labor laws and compliance regulations.
• Strong business acumen and the ability to align HR initiatives with business strategies.
• Excellent communication, influence, and leadership skills.
• Ability to manage complex employee relations and organizational changes.
• Proficiency with HRIS systems and data analytics.

Preferred Education and Experience:

• Master’s degree or HR certification (e.g., SHRM-SCP, SPHR) preferred.
• Experience in clinical trials, pharmaceuticals, or healthcare industry strongly preferred.

• Strategic HR Leadership: Partner with the leadership team to understand business priorities and align HR strategies to support growth and performance across all U.S. sites.
• New Site Setup & Integration: Lead the HR component of setting up new clinical sites, including workforce planning, talent acquisition, onboarding, and integration of HR operations. Ensure that all HR systems, processes, and policies are in place and compliant from day one.
• Employee Engagement: Champion employee engagement efforts working closely with leadership and team members to consistently improve employee engagement
• Talent Management: Develop and implement talent strategies to attract, retain, and develop top talent, particularly in support of new site launches and expansions.
• Employee Relations: Provide expert guidance on complex employee relations matters, ensuring a positive and productive work environment across all sites.
• Organizational Development: Lead efforts related to organizational design, change management, and workforce planning, especially in newly established sites.
• Performance Management: Oversee performance management processes, driving consistent and fair evaluations while fostering a culture of continuous improvement and feedback.
• HR Operations & Support: Collaborate with Operations to ensure efficient execution of HR processes, including payroll, benefits, timekeeping, and compliance.
• HR Policy & Compliance: Ensure full compliance with local, state, and federal regulations for all sites, including new ones. This includes employment law, wage and hour regulations, and other key compliance areas.
• Diversity& Inclusion: Champion D&I efforts across all sites, embedding inclusive practices into the hiring and management processes for both existing and new locations.
• HR Data & Reporting: Leverage data and HR analytics to inform site-specific decision-making, track workforce trends, and measure the success of HR programs.
• Team Leadership: Manage and mentor HR Generalists, providing leadership and development opportunities to ensure strong HR support across all U.S. locations