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Open nowPosted 13 hours ago

Director of Human Resources

The US Oncology Network837 open roles

Pay
$100,000 – $150,000 a year
Where
New Providence, New Jersey, United States
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Your applicationOpen nowDirector of Human ResourcesThe US Oncology Network · New Providence, New Jersey, United States

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on The US Oncology Network's own form.

The reply lands in your private mailbox

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The clock on this job

Early applications get read.

13.3% of postings close within 7 days. Measured by our own scanner across the market. The US Oncology Network postings stay open a median of 5 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.6%3 days
  3. 13.3%7 days
  4. 21.3%14 days
  5. 35.7%30 days
  6. 59.1%60 days
This job: posted 13 hours ago

The US Oncology Network median: 5 days open

The posting

The Director, HR Business Partner is a strategic advisor to business leaders, responsible for aligning people strategies with business priorities to drive organizational performance, workforce effectiveness, and employee engagement. This role partners closely with leaders on talent planning, organizational design, change management, performance management, employee relations, and workforce planning while ensuring alignment with company values, policies, and business objectives.

This leader brings strong business acumen, sound judgment, and the ability to influence through complex people matters. The ideal candidate is a collaborative, solutions-oriented partner with exceptional communication, relationship-building, and problem-solving skills who thrives in a fast-paced, evolving environment.

Position Specifics: on-site position located in New Providence, NJ

Travel: 20% required

Compensation Range: $100,000-150,000 (DOE)

ROLE AND RESPONSIBILITIES

· Serve as a trusted HR advisor to business leaders, aligning people strategies and talent priorities with organizational goals.

· Partner with leaders on organizational design, workforce planning, succession planning, and talent reviews to strengthen organizational capability.

· Provide guidance on performance management, employee engagement, and leadership effectiveness to drive accountability and results.

· Lead and support complex employee relations matters with a fair, thoughtful, and solutions-oriented approach.

· Support business transformation and organizational change initiatives by guiding leaders through planning, communication, and implementation.

· Leverage workforce data and HR analytics to identify trends, inform decision-making, and recommend actions that improve talent and business outcomes.

· Coach leaders on people management practices, conflict resolution, and the application of HR policies to promote consistency, fairness, and compliance.

· Collaborate with talent acquisition, total rewards, learning and development, and HR operations to deliver integrated HR solutions.

· Maintain current knowledge of HR trends and employment laws to provide sound guidance and support risk mitigation

POSITION QUALIFICATIONS

Education: Bachelor’s degree in Human Resources, Organizational Development, Industrial Psychology, Business, or a related field required. Master’s degree, JD, and/or SHRM-CP, SHRM-SCP, or equivalent professional certification preferred.

Experience: 10+ years of progressive human resources experience, including significant experience in an HR business partner or strategic HR leadership role supporting senior leaders. Experience in workforce planning, organizational design, employee relations, change management, performance management, and talent strategy is strongly preferred.

KNOWLEDGE/SKILLS/ABILITIES

· Strong business acumen and the ability to align people strategies with operational and organizational priorities.

· Executive presence and consultation skills, with the ability to influence and coach leaders at all levels of the organization.

· Deep knowledge of core human resources practices, including performance management, employee relations, talent planning, organizational design, and change management.

· Strong understanding of applicable federal, state, and local employment laws and regulations, with the ability to apply policy and guidance with sound judgment.

· Ability to manage sensitive and complex employee relations matters with discretion, objectivity, and a solutions-oriented approach.

· Strong analytical and problem-solving skills, including the ability to interpret workforce data, identify trends, and translate insights into action.

· Excellent interpersonal, written, and verbal communication skills, with strength in relationship building, facilitation, and conflict resolution.

· Ability to lead and support organizational change by building alignment, fostering engagement, and guiding leaders through transition.

· Demonstrated ability to balance strategic thinking with hands-on execution in a fast-paced, evolving environment.

· High level of professionalism, accountability, sound judgment, and attention to detail.

· Commitment to fostering an inclusive workplace culture and partnering effectively across functions and levels.

· Technical proficiency in Microsoft Excel, Word, and PowerPoint, with the ability to create clear analyses, reports, presentations, and business communications.

· Willingness to travel as needed (approximately 5 to 20%)

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