Director, People Business Partner #4428

Our mission is to detect cancer early, when it can be cured. We are working to change the trajectory of cancer mortality and bring stakeholders together to adopt innovative, safe, and effective technologies that can transform cancer care.

We are a healthcare company, pioneering new technologies to advance early cancer detection. We have built a multi-disciplinary organization of scientists, engineers, and physicians and we are using the power of next-generation sequencing (NGS), population-scale clinical studies, and state-of-the-art computer science and data science to overcome one of medicine’s greatest challenges.

GRAIL is headquartered in Menlo Park, California, with locations in Washington, D.C., North Carolina, and the United Kingdom. It is supported by leading global investors and pharmaceutical, technology, and healthcare companies.

For more information, please visit grail.com.

We are seeking an experienced People Business Partner, Director to join our team in North Carolina’s premier global innovation center, Research Triangle Park (RTP), supporting our Development and Operations functions at our flagship laboratory. You will also serve as the HR leader for RTP, playing a critical role in shaping the culture, aligning local execution with broader corporate strategy, and creating an environment where people and teams can thrive.

This role is requiring onsite presence at least 4 days a week , with occasional travel to our California headquarters.

Responsibilities

• Partner closely with the SVP of Development and Operations (based in Menlo Park) and the VP of Operations (based in RTP) as a trusted advisor on people and organizational matters, helping to shape and execute the people strategy that supports team effectiveness, culture, and business goals.
• Design and implement organizational structures that scale with business growth, driving clarity, effectiveness, and accountability. Guide leaders and employees through organizational changes, ensuring effective communication and support during transitions.
• Drive change management initiatives that help teams adapt and thrive in a dynamic environment, partnering with leaders to develop and implement effective communication plans that support clarity, alignment, and engagement.
• Solve complex employee relations (ER) issues with fairness, legal compliance, and thoughtful care.
• Guide leaders on performance management, development, coaching, compensation, team, and organizational effectiveness initiatives.
• Facilitate and drive all core people programs, including performance reviews, calibrations, compensation planning, engagement surveys, succession planning, talent reviews, and workforce planning.
• Build trusted relationships across all levels to foster stronger collaboration and enhance employee engagement.
• Utilize HR data and analytics to deliver actionable insights and inform evidence-based decision-making.
• Collaborate with Centers of Excellence (Talent Acquisition, Total Rewards, Culture & Community, Legal, People Ops) to deliver integrated, scalable people programs.
• Support employees in both exempt and non-exempt roles with tailored HR strategies.
• Collaborate with the Site Lead, Facilities, Safety, Security, IT, and Site Operations to maintain a safe, inclusive, and engaging workplace while ensuring compliance with employment, policy, and health & safety standards.
• Partner on site-wide initiatives such as safety drills, training, and audits through an HR lens that promotes communication, readiness, and employee engagement.
• Embed the company’s mission, vision, and values into daily employee experiences by modeling ethical behavior, accountability, and inclusion across the RTP sit e. Foster community and belonging through engagement programs, culture-building events, and open communication channels such as town halls and feedback sessions that amplify the employee voice.
• These responsibilities summarize the role’s primary responsibilities and are not an exhaustive list. They may change at the company’s discretion.

Required Qualifications

• 15+ years of progressive People Partner experience, including direct support of lab operations, consisting of employees in both exempt and non-exempt roles; currently operating at a Director level or equivalent.
• Proven success in influencing and advising senior leaders, especially during organizational shifts or transformations.
• Strong project management skills with a proven ability to develop, lead, and oversee cross-functional initiatives from concept through execution.
• Deep experience with change management, organizational design, and enabling leadership effectiveness.
• Skilled in coaching and development of people managers and leadership teams.
• Strong understanding of employee relations, HR compliance, and employment law, with the ability to manage complex employee relations matters and drive timely, thoughtful resolutions. Skilled at coaching managers through sensitive issues and helping them navigate challenges with confidence and empathy.
• Experience supporting operations, technical, scientific, or life sciences teams is highly preferred.
• Ability to balance strategic thinking with operational execution—no task is too big or too small.
• Proficiency with people analytics and tools like Google Sheets, Slides, or HRIS platforms.
• High emotional intelligence, integrity, and a growth mindset.
• Bachelor’s degree required; advanced degree or HR certifications are a plus.
• A collaborative, big-picture thinker who can also operationalize strategy effectively.
• Demonstrated ability to diagnose organizational challenges and implement scalable solutions.
• Comfortable working in agile, matrixed environments with shifting priorities.
• Passion for mission-driven work and building a culture where people can thrive.

The expected, full-time, annual base pay scale for this position is $167K-$239K. Actual base pay will consider skills, experience, and location.

Based on the role, colleagues may be eligible to participate in an annual bonus plan tied to company and individual performance, or an incentive plan. We also offer a long-term incentive plan to align company and colleague success over time. In addition, GRAIL offers a competitive benefit package, including flexible time-off, a 401(k) with a company % match, medical, dental, and vision insurance plans, and carefully selected mindfulness offerings, in accordance with our applicable plans and policies.

GRAIL is an equal employment opportunity employer, and we are committed to building a workplace where every individual can thrive, contribute, and grow. It is GRAIL policy to provide equal employment opportunities without regard to race, color, religion, national origin, sex, gender, gender identity, sexual orientation, age, marital status, protected veteran status, disability status, medical condition, or any other class or characteristic protected by applicable federal, state, and local laws. This policy applies to all phases of employment, including, but not limited to: recruiting, hiring, training, promotion, and termination at all levels of employment. GRAIL maintains a drug-free workplace.

Additionally, GRAIL will consider all qualified job-seekers with criminal histories in a manner consistent with applicable law and provide reasonable accommodations to qualified individuals with disabilities so that they can participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us at [email protected] if you require an accommodation to apply for an open position.

For more information about equal employment opportunity protections, please view the 'Know Your Rights' poster.

We welcome job-seekers from all backgrounds to join us!