Associate Director, Human Resources Business Partner

Who we are:

At Dendreon, we’re revolutionizing cancer care through personalized immunotherapy. Our pioneering treatment, PROVENGE® (sipuleucel-T), was the first FDA-approved immunotherapy for advanced prostate cancer. By activating a patient’s own immune system, we empower the body to fight back—offering real hope to those who need it most.

With cutting-edge manufacturing facilities in Union City, GA, and Seal Beach, CA, a robust R&D presence in Seattle, WA, and a national commercial team, Dendreon is at the forefront of innovation in the life sciences industry.

Core Values:

• Put Patients First. Every day is a new opportunity to improve the lives of patients living with cancer.
• Act with Integrity. Be honest, transparent, and committed to doing what’s right in every situation.
• Build Trust. Building trust takes time. Engage teammates, be candid and transparent. Over communicate and seek feedback.
• Raise the Bar. Harness continuous improvement, foster innovation and elevate our people.
• Drive Results. Be accountable and execute – we win together when everyone performs.

Your Role:

The Associate Director, Human Resources Business Partner (HRBP) serves as a strategic advisor and thought partner to site and functional leadership, driving workforce strategy, organization design, talent planning, and change initiatives in support of a fast-paced, regulated biomanufacturing environment.

This role blends high-impact strategic consulting with hands-on execution. The HRBP leads cross-functional efforts in organizational design, operating model evolution, talent development, change management, and process improvement. They champion a culture of agility, inclusion, and high performance—ensuring that Dendreon’s people strategy aligns with its business strategy.

Your Work:

Strategic HR Leadership:

• Act as a trusted partner to senior leaders to align business objectives with HR strategies, enabling strong team performance and sustainable growth.
• Design and optimize organizational structures, role clarity, and reporting relationships to support business outcomes.
• Drive workforce planning and forecasting initiatives to ensure proactive talent pipeline development.
• Lead change management and employee engagement efforts that support organizational transformation and agility.
• Promote operational excellence by streamlining HR processes and leading continuous improvement projects aligned to enterprise goals.
• Use HR analytics and data visualization to deliver insights, identify trends, and guide strategic workforce decisions.

Talent & Performance Management:

• Guide talent development strategies including succession planning, career pathing, and performance enablement.
• Partner with Total Rewards and Talent Acquisition teams to support equitable compensation planning, top-tier recruitment, and talent calibration practices.
• Facilitate leadership capability building through coaching, training, and customized support.

HR Operations & Compliance:

• Oversee day-to-day HR operations, including onboarding, offboarding, job changes, and employee lifecycle events.
• Ensure the accuracy, security, and compliance of employee data within the HRIS system.
• Administer leaves, accommodations, and benefits programs, ensuring timely and consistent application of policies.
• Lead annual performance and compensation cycles in coordination with enterprise HR teams.
• Conduct periodic audits and maintain compliance with federal, state, and local employment laws and company policies.

Employee Relations & Culture:

• Provide expert guidance on employee relations matters including conflict resolution, performance issues, and team dynamics.
• Conduct thorough, fair, and timely workplace investigations as needed.
• Proactively foster a culture of inclusivity, transparency, and accountability.
• Serve as a bridge between employees and leadership, building trust and enabling two-way communication.

• Education: Bachelor’s degree in HR, Business, or related field required; Master’s degree or MBA preferred.
• Experience: Minimum of 10 years of progressive HR experience, including senior-level business partnering in complex, regulated environments (life sciences or manufacturing strongly preferred).
• Proven experience in:

• Leading organizational design and workforce transformation
• Supporting cultural and operational change initiatives
• Implementing data-driven HR strategies
• Driving employee engagement and leadership development

• Strong facilitation, communication, and stakeholder management skills.
• Highly skilled in balancing strategic thinking with operational execution.
• Proficient in Microsoft Office Suite and experienced with HRIS platforms (e.g., Workday, ADP, SAP).