About the role
Vir Biotechnology, Inc. is a clinical-stage biopharmaceutical company focused on powering the immune system to transform lives by discovering and developing medicines for serious infectious diseases and cancer. Its clinical-stage portfolio includes programs for chronic hepatitis delta and multiple PRO-XTEN ® dual-masked T-cell engagers across validated targets in solid tumor indications. Vir Biotechnology also has a preclinical portfolio of programs across a range of infectious diseases and oncologic malignancies. Vir Biotechnology has exclusive rights to the universal PRO-XTEN ® masking platform for oncology and infectious disease. PRO-XTEN ® is a trademark of Amunix Pharmaceuticals, Inc., a Sanofi company. We believe the success of our colleagues drives the success of our mission. We are committed to creating a company where everyone feels supported and encouraged to give their best. THE OPPORTUNITY Vir Biotechnology is looking for a Director, HR Business Partner to serve as a strategic, hands-on, business-embedded people partner for assigned client groups. This role is an advisor to functional leaders and people managers, partnering with HR leadership and HR centers of excellence to align people priorities with business objectives, strengthen leader capability, and enable consistent, values-aligned people decisions. The Director will provide consultative support across organizational effectiveness, workforce planning, talent management, change management, performance management, and employee experience.
The role is primarily accountable for assigned client group HRBP support and execution, and may contribute to HR Leadership Team or executive-visible initiatives when aligned to client group needs and HR leadership priorities. This role is located in our San Francisco headquarters with an expectation of at least 3 days per week in office.
WHAT YOU'LL DO HR Business Partnership Own HRBP partnership and people plan execution for assigned client groups, translating business priorities into clear talent and organizational actions. Serve as the primary advisor to functional leaders and people managers on people strategy, leadership practices, team effectiveness, performance management, and employee experience. Coach leaders and managers on communication, feedback, performance expectations, engagement, accountability, and values-aligned decision-making. Partner with HR centers of excellence to deliver integrated, practical solutions. Build trusted relationships across client groups and HR, connecting leaders with the right expertise, tools, and resources while promoting effective self-service where appropriate. Organizational Effectiveness & Workforce Planning Support organizational effectiveness and workforce planning efforts within assigned client groups, translating business priorities into talent, capability, and organizational actions. Apply practical experience from oncology-focused biotech and pharmaceutical organizations to advise leaders on workforce planning, team structure, role design, capability needs, and organizational scaling decisions. Partner with leaders and HR leadership on organizational design and scaling decisions, including role clarity, team structure, resource needs, hiring sequencing, capability gaps, and talent tradeoffs. Assess workforce implications and capability needs for assigned business functions and recommend practical actions that support business objectives, execution, and continuity. Use leader input, workforce data, employee feedback, and relevant market or benchmark information to identify trends, risks, and opportunities affecting team performance and employee experience. Help leaders implement organizational changes in ways that reinforce clarity, accountability, business continuity, and effective ways of working. Talent Management & Employee Experience Support core talent processes, including performance management, talent reviews, succession planning, development planning, retention strategies, and engagement initiatives. Coach managers on talent development, career growth, feedback, and performance conversations, while balancing empathy with high standards. Partner with leaders and Talent Acquisition on role scoping, hiring sequencing, and development solutions for assigned client groups. Promote consistent, inclusive, and high-quality talent practices that support collaboration, belonging, engagement, and business outcomes. Surface employee experience themes and partner with leaders to identify actions that strengthen engagement and team effectiveness. Change Management & Employee Relations Support leaders through organizational changes, leadership transitions, team shifts, and evolving business priorities with clear communication and practical change tools. Advise managers on employee relations matters, performance concerns, workplace issues, and sensitive situations, escalating to Employee Relations, Legal, or HR leadership as appropriate. Maintain confidentiality, sound judgment, and professionalism when handling sensitive people matters and employee information. Identify recurring themes or organizational dynamics that may require proactive leader coaching, process improvements, or cross-functional HR support. Data, Insights & HR Execution Use HR metrics, workforce data, employee feedback, and business context to inform practical recommendations for assigned client groups. Translate people insights into clear actions, options, and communications that help leaders understand tradeoffs, risks, and next steps. Support implementation of HR programs, policies, and practices that align with business goals, employee needs, and company expectations. Contribute to HRBP tools, processes, leader enablement, and selected HR initiatives when aligned to assigned client group needs and HR leadership priorities.
