Manager, Human Resources

Description

XenoSTART, the preclinical division of START is a translational research organization focused on creating relevant preclinical cancer models. Our xenograft models represent each cancer type and disease stage and are established from patients at our domestic and international cancer centers. The XenoSTART Patient-Derived Xenograft (XPDX) platform includes over 2,500 models annotated with each donor patient's cancer treatment and outcome data and characterized using IHC, DNA/RNA sequencing, and relevant in vivo drug efficacy.

Our XPDX models are clinically annotated and include patient treatment history and outcome and are characterized through genomic profiling, histologic analysis, and in vivo drug sensitivity to relevant standards of care. These models may be utilized in the following manner:

• In vivo PK/PD and efficacy studies
• In vivo efficacy panel screens (indication or target focused)
• In licensing of models for internal studies
• Custom model development
• Orthotopic and radiotherapy studies
• Ex vivo and organoid studies

We are hiring a Manager, Human Resources, for our San Antonio office. This is an in-office role. The Manager, Human Resources, will serve as a strategic HR Business Partner (HRBP) to the Pre-Clinical Operations team and manage core HR operations for the enterprise more broadly. This role is responsible for aligning HR strategies with business objectives to support the growth and performance of the Pre-Clinical business unit. The HR Manager will provide leadership and support in the areas of talent management, employee relations/engagement, performance management, and compliance, while also ensuring the efficient delivery of HR services and operations.

Essential Responsibilities

HR Business Partnering:

• Strategic Alignment: Partner with leadership in Pre-Clinical Operations to understand business goals and develop HR strategies that align with operational needs.
• Workforce Planning: Collaborate with department leaders to forecast hiring needs, succession planning, and talent development.
• Talent Acquisition & Retention: Work with recruitment team to attract, hire, and retain top talent; ensure a positive candidate experience from recruitment through onboarding.
• Performance Management: Lead performance management initiatives by coaching managers on goal-setting, performance reviews, and feedback. Provide guidance on employee development and succession planning.
• Employee Relations: Act as a trusted advisor to employees and managers, handling employee relations issues and resolving workplace conflicts through mediation and counseling.
• Change Management: Support organizational change initiatives, including restructures, process improvements, and cultural shifts. Drive communication plans and strategies to support these changes.

HR Operations Management:

• Oversee HR Operations: Manage HR operations functions enterprise wide, including payroll administration, time and attendance systems, and benefits programs, ensuring accurate and timely execution.
• HR Compliance: Ensure that HR policies and procedures are compliant with legal standards and company practices. Educate employees and managers on compliance and policy-related matters.
• HR Data Management: Oversee HR information systems (HRIS) to maintain accurate employee data, tracking, and reporting. Ensure HR records are managed in accordance with regulatory requirements.
• HR Metrics & Reporting: Analyze HR data and metrics to track the effectiveness of HR programs, employee engagement, and turnover. Provide regular reports to senior management with actionable insights.
• Employee Lifecycle Management: Manage all stages of the employee lifecycle, from onboarding to offboarding, ensuring seamless HR service delivery.

Leadership & Team Management:

• Team Leadership: Manage and mentor HR coordinators and specialists within the HR operations function. Provide direction, support, and career development opportunities to HR team members.
• Cross-Functional Collaboration: Work closely with other HRBPs, the Talent Acquisition team, Learning & Development, and Compensation & Benefits to deliver comprehensive HR solutions.
• Continuous Improvement: Identify and implement process improvements to streamline HR operations and enhance employee experience.

• Other duties may be assigned at any time.

Education & Experience

• Bachelor's degree in human resources, business administration, or related field.
• 5+ years of progressive HR experience, with at least 2 years in a HR Business Partner role.
• Strong knowledge of employment laws and HR best practices.
• Ability to build strong relationships and influence at all levels of the organization.
• Excellent problem-solving and conflict resolution skills.
• Proficiency in HRIS, data analysis, and reporting.
• Strong organizational and project management skills.
• Exceptional communication skills, both written and verbal.

• Business Acumen: Understands the operational and strategic goals of the business and aligns HR support accordingly.
• Consultative Approach: Ability to provide strategic guidance to business leaders and navigate complex employee relations issues.
• Decision-Making: Demonstrates sound judgment in resolving sensitive HR issues and implementing effective solutions.
• Adaptability: Thrives in a fast-paced, evolving environment and is comfortable with change.
• Leadership: Effectively leads and develops an HR team to support business objectives

Preferred Education and Experience:

• Master's degree or HR certification (e.g., SHRM-CP, PHR).
• Experience managing HR Operations and working with pre-clinical or scientific operations.
• Experience working with a Professional Employment Organization (PEO)

Best-in-Class Benefits and Perks

We value our employees' time and efforts. Our commitment to your success is enhanced by a competitive compensation, depending on experience, and an extensive benefits package including:

• Comprehensive health coverage: Medical, dental, and vision insurance provided
• Robust retirement planning: 401(k) plan available with employer matching
• Financial security: Life and disability insurance for added protection
• Flexible financial options: Health savings and flexible spending accounts offered
• Well-being and work-life balance: Paid time off, flexible schedule, and remote work choices provided
• Plus, we work to maintain the best environment for our employees, where people can learn and grow with the company. We strive to provide a collaborative, creative environment where everyone feels encouraged to contribute to our processes, decisions, planning, and culture.

More about The START Center for Cancer Research

Deeply rooted in community oncology centers globally, The START Center for Cancer Research provides access to specialized preclinical and early-phase clinical trials of novel anti-cancer agents. START clinical trial sites have conducted more than a thousand early-phase clinical trials, including for 43 therapies that were approved by the FDA. START represents the world's largest roster of Principal Investigators (PIs) across its eight clinical trial sites. Committed to accelerating passage from trials to treatments, START delivers hope to patients, families, and physicians around the world. Learn more at STARTresearch.com.

Ready to be part of a team changing the future of cancer treatment?

Join us in our mission to conquer cancer, one clinical trial at a time. Your expertise and dedication can help us bring hope and healing to patients worldwide. Please submit your application online.

We are an equal opportunity employer that welcomes and encourages diversity in the workplace. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.