Director, HRBP

As the Director, HR Business Partner at Freenome, your key responsibilities include providing strategic guidance in areas such as organizational design, talent management, and employee engagement. You'll partner with line management to tackle complex employee relations issues and work with HR functions to implement effective programs that attract and retain top talent while fostering an inclusive workforce.

To be qualified for the Director, HR Business Partner role at Freenome, you are expected to have over 10 years of progressive HR experience, with at least 5 in a leadership capacity at the executive level. A BA/BS degree in Business, Human Resources, or a related field is essential, along with a solid understanding of employment laws and HR best practices in a fast-paced tech environment.

The Director, HR Business Partner at Freenome plays a crucial role in enhancing employee engagement. By partnering with leaders to foster a positive work environment, providing training programs, and ensuring that feedback processes are constructive, you will be instrumental in aligning employee experience with business goals. Your efforts will contribute to a high-performance culture that empowers employees.

A successful Director, HR Business Partner at Freenome must possess excellent communication skills, strong analytical abilities, and in-depth knowledge of HR disciplines. Being able to influence and build trust across diverse teams, coupled with exceptional problem-solving skills, is essential for driving strategic HR initiatives that align with our mission.

The culture at Freenome is built on respect, collaboration, and a shared mission to fight cancer. As a Director, HR Business Partner, you will be part of a motivated team that values diversity and the unique perspectives each employee brings. This supportive environment encourages innovation and personal growth, making it a fulfilling place to work.

When addressing your HR leadership experience, focus on specific instances where you've successfully guided teams or organizations through change. Highlight your strategic initiatives and the impact they've had on improving employee relations, engagement, and overall organizational effectiveness.

Emphasize your methodologies for assessing talent and identifying development needs. Discuss how you've implemented training programs and succession plans that help nurture employees' careers and enhance their contributions to the organization’s objectives.

Share specific examples of programs or initiatives you've championed to promote diversity and inclusion. Talk about how you've engaged employees in these efforts and how these strategies have contributed to a more innovative and vibrant workplace.

Discuss your approach to navigating complex employee relations matters, including your methods for conducting thorough investigations, ensuring fairness, and implementing solutions that consider both employee rights and business needs.

Highlight the key performance indicators you utilize to evaluate HR initiatives, such as employee engagement scores, retention rates, and training program success. This demonstrates your data-driven approach to HR that informs decision-making and strategic planning.

Provide an example where your insights or recommendations led to a significant business decision. Explain your process for gathering data, presenting your case, and the eventual outcomes that resulted from your influence.

Explain how you proactively collaborate with leaders across the organization to understand their goals. Discuss your experiences in designing HR programs in a way that directly supports the larger business strategy, ensuring mutual success.

Share your beliefs on creating a performance management culture, focusing on continuous feedback, regular check-ins, and the importance of aligning individual performance with the overarching goals of the organization.

Talk about your approach to advocating for employee concerns while also considering the organization’s objectives. Share examples of how you’ve found solutions that respect both sides of this equation and created win-win outcomes.

Discuss the HR technologies and tools you're proficient with, and explain how you've utilized them to enhance HR processes and improve overall efficiency. Also, mention any experiences where you've driven technology adoption within HR functions.