Director, HR Business Partner - US Oncology Commercial

HR Business Partner, US Oncology Commercial

Location: Gaithersburg, MD

Role summary

The HR Business Partner, US Oncology Commercial will provide strategic and hands-on HR partnership to the five US Oncology commercial franchises: Lung, Breast, I/O, G2 and Heme. The role will partner closely with Franchise Heads and their leadership teams, across both Field and Head-office based populations, to translate business priorities into focused people, organization, capability, and culture plans that support sustained growth, launch excellence, leadership effectiveness and strong commercial execution.
 

This is a commercially embedded HRBP role in a large, complex and fast-growing business. The role requires a strong business partner who can operate confidently with senior commercial leaders, bring structure and insight to people decisions, coach leaders through growth and change, and connect enterprise HR solutions to the specific needs of a dynamic, highly competitive oncology portfolio.

Key accountabilities

Strategic business partnering

• Partner with Franchise Heads and commercial leadership teams to shape and deliver people plans aligned to franchise priorities, growth ambitions and evolving business needs.
• Translate commercial strategy into practical HR priorities across organization design, workforce planning, talent, leadership, culture, performance and change.
• Act as a trusted advisor to franchise leaders, bringing constructive challenge, data-led insight and pragmatic judgment to business and people decisions.
• Build strong relationships across the US OBU, HR Centers of Excellence and broader HR network to bring the right expertise and solutions to the business.

Organization and workforce planning

• Support franchise-level organization design and workforce planning as the business evolves across brands, indications, launches and field-facing models.
• Partner with leaders to ensure organization structures, role accountabilities, spans/layers and decision-making forums are fit for franchise growth and portfolio complexity.
• Contribute to sales-builds, launch-readiness work and cross-commercial initiatives by ensuring people, capability and change implications are identified early and managed effectively.
• Use organizational data, business insight and leader feedback to anticipate risks, identify capability gaps and recommend targeted interventions.

Talent, succession and leadership effectiveness

• Lead high-quality talent and succession processes for franchise leadership teams and critical roles, ensuring strong follow-through on development actions.
• Coach leaders on talent differentiation, performance management, leadership effectiveness and development planning.
• Help build strong leadership benches across commercial oncology, with a focus on identifying, developing and accelerating talent for broader US OBU and enterprise opportunities.
• Partner with leaders to strengthen team effectiveness, collaboration and leadership routines across franchises and cross-functional interfaces.

Performance, culture and employee experience

• Support leaders in building a high-performance, inclusive and accountable culture across commercial teams.
• Provide coaching and guidance on performance development, manager effectiveness, employee engagement and team health.
• Work with leaders to identify and address organizational friction points that could slow execution, collaboration or decision-making.
• Ensure HR processes and interventions are executed with business relevance, consistency and appropriate urgency.

Change leadership

• Lead or support people-related change across the franchises, including launch-driven change, organization evolution, new ways of working and capability shifts.
• Equip leaders and managers to communicate change clearly, manage adoption and sustain engagement through periods of growth and complexity.
• Bring disciplined project management to HR initiatives, ensuring clear outcomes, owners, timelines and stakeholder alignment.
• Partner across HR and commercial leadership to ensure change plans are integrated, practical and grounded in business priorities.

Employee relations and risk management

• Ensure HR decisions and interventions are aligned with global and local policies, employment law requirements and AstraZeneca values.
• Partner with Employee Relations, Legal and relevant HR specialists on complex or sensitive matters and provide sound coaching to leaders and managers.
• Help leaders proactively manage people risk while maintaining fairness, consistency and business focus.

Data, insigh