Senior Human Resources Business Partner (Sr. HRBP)

JOB TITLE: Senior Human Resources Business Partner (Sr. HRBP) LOCATION: Onsite 5 days a week – Palo Alto office Travel up to 10% required ABOUT THE COMPANY Fortvita Biologics is a San Francisco Bay Area–based biopharmaceutical company advancing next-generation biologics with the goal of addressing critical health needs. Building on our foundation in oncology, we are expanding into cardiovascular and metabolic diseases, immunology, and ophthalmology, applying our scientific rigor and platform capabilities to areas of growing global health burden. Our expertise covers antibody discovery and engineering, including monoclonal, bispecific, and polyspecific antibodies, as well as antibody-drug conjugates, all supported by development strategies rooted in thoughtful design and agile execution. Our clinical development footprint covers the U.S., Australia, and key regions across APAC and Europe, including the EU, UK, South Korea, and Japan. With more than 100 professionals across research, development, regulatory, and operations, we bring deep expertise and a global perspective to every program. Guided by our mission to transform research breakthroughs into therapeutic excellence and driven by our vision to improve lives through scientific innovation, we are committed to delivering meaningful impact for patients around the world. Position Summary Fortvita Biologics is seeking an experienced Senior Human Resources Business Partner to provide strategic guidance and hands‑on HR support to leaders and employees across our growing biotechnology organization. This individual will serve as a trusted advisor, translating business priorities into practical people strategies that strengthen organizational effectiveness, leadership capability, employee engagement, and performance. The ideal candidate brings strong HR business partnering experience, sound judgment in complex employee relations matters, and the ability to coach senior leaders while managing day‑to‑day HR needs. This role requires a proactive, collaborative professional who can build credibility with scientific, clinical, and business teams, navigate change, and deliver results in a fast‑paced environment. Key Responsibilities Strategic Business Partnership and Organizational Effectiveness Partner with leaders to understand business objectives, functional priorities, and workforce needs; recommend HR solutions that support organizational goals. Provide guidance on organizational design, role clarity, team structure, workforce planning, and succession planning. Develop a working understanding of the drug development process and key program milestones to anticipate their impact on staffing, capabilities, and team effectiveness. Coach managers and senior leaders on leadership practices, communication, decision‑making, and managing team dynamics. Support organizational changes, including team growth, restructuring, and changes in leadership or responsibilities. Use workforce data and employee feedback to identify trends, recommend actions, and assess the effectiveness of people initiatives. Employee Relations and Compliance Serve as a trusted resource for employees and managers, addressing workplace concerns with professionalism, discretion, and timely follow‑through. Manage complex employee relations matters, including interpersonal conflict, conduct concerns, policy violations, and performance issues. Conduct fair, thorough, and well‑documented workplace investigations in partnership with Legal and HR leadership, as appropriate. Advise managers on corrective action, written warnings, performance improvement plans, and separation processes to support consistent decision‑making. Partner with Legal and relevant HR resources on leave of absence, accommodation, and other sensitive employment matters. Apply company policies consistently and support compliance with applicable federal, state, and local employment requirements, including California requirements. Maintain accurate, confidential documentation and identify recurring issues that may require policy clarification, manager training, or broader intervention. Performance Management and Leadership Development Support the performance management cycle, including goal setting, ongoing feedback, performance reviews, and calibration discussions. Coach managers on establishing clear expectations, delivering constructive feedback, recognizing contributions, and addressing performance concerns promptly. Guide the development and implementation of performance improvement plans, including measurable expectations, documentation, and follow‑up. Partner with leaders to identify high‑potential employees, critical capabilities, and development opportunities. Facilitate talent reviews and succession discussions to strengthen leadership and organizational readiness. Develop and deliver practical manager training on employee relations, performance management, communication, and core people management responsibilities. Employee Engagement and Culture Build effective relationships across functions and levels, maintaining an accessible and responsive presence for employees. Gather employee feedback through regular conversations, onboarding check‑ins, surveys, and exit interviews. Partner with leaders to translate employee feedback into practical actions that improve engagement, retention, and the employee experience. Support a culture of accountability, collaboration, inclusion, and respectful communication. Help leaders communicate organizational changes and business priorities clearly and consistently. Support collaboration across onsite, remote, and global teams. Talent Planning and Employee Lifecycle Support Partner with Talent Acquisition and hiring managers on headcount planning, role requirements, leveling, and hiring priorities. Support onboarding and integration by helping managers establish clear expectations, early goals, and effective team connections. Advise on promotions, internal mobility, retention, and career development in partnership with HR leadership. Support compensation review processes and provide input on internal equity, market alignment, and recognition. Coordinate with HR Operations, Finance, Legal, IT, and other partners on employee transitions and offboarding. Help ensure a consistent employee experience from onboarding through separation. HR Programs and Continuous Improvement Support the development, implementation, and communication of HR policies, programs, and processes. Identify opportunities to improve HR workflows, documentation, reporting, and manager resources. Maintain reliable HR records and trackers in partnership with HR Operations. Monitor relevant metrics, including turnover, retention, engagement, and performance review completion, to inform priorities. Lead or contribute to cross‑functional HR projects while balancing ongoing business partner responsibilities. Required Qualifications Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and relevant experience. At least 8 years of progressively responsible HR experience, including at least 5 years in an HR business partner or comparable role advising managers and senior leaders. Demonstrated experience managing complex employee relations matters, conducting workplace investigations, and guiding corrective action and performance improvement processes. Strong working knowledge of federal and California employment requirements, with experience supporting employees across multiple states. Proven ability to coach leaders, influence decisions, and navigate sensitive situations with sound judgment. Experience supporting performance management, organizational change, workforce planning, and employee development. Ability to translate business needs into practical HR recommendations and follow through on implementation. Excellent communication and relationship‑building skills, including the ability to work effectively with senior leaders and technical professionals. Strong organizational skills and the ability to manage competing priorities independently in a changing environment. Demonstrated discretion when handling confidential employee and business information. Proficiency with HR information systems, Microsoft Excel, Word, PowerPoint, Outlook, and Teams. Preferred Qualifications Experience in biotechnology, pharmaceuticals, or another life sciences organization, particularly within a clinical‑stage or growing company. Experience supporting Clinical Development, Clinical Operations, Medical Affairs, Regulatory Affairs, Biostatistics, Drug Safety, or related scientific functions. Familiarity with the drug development process and the workforce needs of scientific and clinical organizations. Experience partnering with global teams across U.S. and international time zones. Experience working within a small HR team that requires both strategic partnership and hands‑on execution. Experience with compensation planning, job leveling, succession planning, and organizational design. Experience developing manager training and using HR data to inform business decisions. SHRM‑SCP, SHRM‑CP, SPHR, PHR, or another relevant professional certification. Key Attributes Builds trust and credibility with employees and leaders at all levels. Balances employee advocacy with business needs and consistent application of policies. Approaches sensitive matters with empathy, objectivity, and sound judgment. Addresses difficult conversations directly and respectfully. Takes ownership and follows through on commitments. Remains composed and adaptable as priorities change. Combines strategic thinking with attention to detail and practical execution. Demonstrates curiosity about the business and a commitment to understanding scientific and clinical teams. Fortvita is proud to be an equal opportunity employer. We are committed to creating an inclusive environment for all employees and applicants and do not discriminate based on any protected characteristic under applicable federal, state, or local law. This includes but is not limited to race, color, religion, national origin, ancestry, sex (including pregnancy, childbirth, and breastfeeding), gender identity or expression, sexual orientation, age, marital status, physical or mental disability, medical condition, genetic information, military or veteran status, or hair texture and style. Harassment or discrimination on the basis of any protected trait is strictly prohibited. We do not accept unsolicited resumes from staffing agencies or search firms. Any resume submitted without a signed agreement will be considered unsolicited, and Fortvita will not be obligated to pay any fees. Additional Legal Disclaimers Applicants must have legal authorization to work in the United States. In compliance with federal law, all new hires will be required to verify identity and eligibility to work in the U.S. and complete Form I‑9 upon hire. Employment at Fortvita is at‑will. This means that either the employee or the company may terminate the employment relationship at any time, with or without cause or advance notice. This job description is intended to describe the general nature of the work being performed and does not constitute a contract or guarantee of employment. Fortvita reserves the right to modify job duties or responsibilities at any time, based on business needs. Reasonable accommodation: If you require reasonable accommodation during the application process, please contact Fortvita’s Human Resources team at View email address on click.appcast.io. We are dedicated to ensuring all applicants have equal access and opportunity throughout the recruitment process. Employment may be contingent upon successful completion of a background check and any other requirements permitted by law. #J-18808-Ljbffr