Senior Director, HR Manager Practices & Employee Relations

“Mineralys Therapeutics is a clinical-stage biopharmaceutical company focused on developing medicines to target hypertension and related comorbidities such as chronic kidney disease (CKD), obstructive sleep apnea (OSA) and other diseases driven by dysregulated aldosterone.  Its initial product candidate, lorundrostat, is a proprietary, orally administered, highly selective aldosterone synthase inhibitor.  Mineralys is headquartered in Radnor, Pennsylvania. For more information, please visit https://mineralystx.com. Follow Mineralys on LinkedIn, Twitter and Bluesky”

Mineralys is a fully remote company.

Position Summary

The Senior Director, HR Manager Practices & Employee Relations leads three core areas of HR at Mineralys: Manager Services, Employee Relations, and HR Policy & Handbook Management. This role is the primary point of contact for first- and second-line managers on day-to-day HR processes, owns the design and administration of a fair, consistent, and risk-informed employee relations function — including a progressive discipline framework, investigations, and manages the HR handbook and policy roadmap to ensure Mineralys’ people practices remain current, consistent, and compliant. This person will build durable frameworks, tools, and training while also serving as a hands-on advisor for managers and a trusted partner to Legal & Compliance and other HR functions.

Key Areas of Leadership

1. Manager Services

Serve as the first line of support for first- and second-line managers on core HR processes, ensuring managers have consistent guidance, tools, and responsiveness to run their teams effectively.

• Act as the primary HR point of contact for managers on day-to-day people questions and processes, triaging and resolving issues or routing to the appropriate specialist (HRBPs, Legal, Total Rewards, Talent Management, etc.).
• Guide managers through performance calibration, including preparing for calibration sessions, applying rating guidelines consistently, and documenting outcomes.
• Coach managers on effective coaching and feedback techniques, goal-setting, and ongoing performance conversations.
• Support managers through year-end compensation processes, including merit and bonus guidance, communication of outcomes, and handling manager questions.
• Own manager-facing guidance and process support for onboarding new hires, including role expectations, 30/60/90-day check-ins, and new manager onboarding.
• Own manager-facing guidance and process support for offboarding, including voluntary and involuntary separations, exit logistics, and knowledge transfer.
• Build and maintain a library of manager toolkits, checklists, and job aids covering the full manager lifecycle of HR processes.
• Identify recurring manager questions or pain points and use them to improve processes, tools, training, and communication.

1. Employee Relations

Own the design, governance, and day-to-day management of employee relations at Mineralys, ensuring a fair, consistent, and legally sound approach that reduces organizational risk.

• Develop and maintain a formal progressive discipline framework, documentation standards, and clear escalation criteria.
• Lead or oversee workplace investigations, including intake, planning, interviews, evidence review, findings documentation, and recommendations.
• Build and maintain an employee relations playbook, including case-intake forms, investigation protocols, interview guides, outcome letters, decision frameworks, and case trackers.
• Design and deliver manager training on employee relations topics, including recognizing and escalating concerns, documentation practices, conducting difficult conversations, and avoiding retaliation.
• Establish a consistent documentation approach for employee relations cases, including confidentiality, records-management, and reporting standards.
• Source, select, and manage third-party vendors for investigations and other employee relations activities, including scoping engagements, managing costs, and evaluating vendor performance.
• Partner closely with HR, Legal & Compliance, and other groups to align on case strategy, risk assessment, and outcomes.
• Manage employee relations situations end-to-end to reduce company risk while ensuring a fair, consistent, and sound process for employees and managers alike.
• Track employee relations metrics and trends to identify root causes, recurring issues, and opportunities for proactive intervention.

1. HR Handbook & Policy Management

Own the HR handbook and drive a proactive, well-governed approach to policy creation and maintenance across Mineralys.

• Serve as the primary owner and administrator of the HR handbook, ensuring it stays current, accurate, and reflective of company practice and applicable law.
• Develop and maintain a prioritized policy roadmap that identifies gaps, outdated provisions, and new policies needed based on business needs, regulatory change, and employee relations trends.
• Review new and existing policies to ensure they are fair, consistent, clearly written, and applied equitably across the organization.
• Establish a policy governance framework covering ownership, stakeholder input, legal/compliance review, approval authority, version control, communication, and recurring review cycles.
• Partner with Legal & Compliance, HR Operations, and other subject matter experts to ensure policies reflect applicable requirements and escalate matters requiring specialized or jurisdiction-specific review.
• Develop manager- and employee-facing guidance, FAQs, and communication materials to support consistent policy application across a geographically dispersed workforce.
• Assess alignment between policies, the handbook, manager practices, HR systems, templates, and training materials, recommending changes to improve consistency and usability.

Additional Responsibilities

• Apply sound HR judgment to align manager practices, disciplinary actions, and employee relations decisions with applicable employment laws, internal policies, and escalation protocols.
• Maintain confidentiality and safeguard employee and company information at all times.
• Partner with HR leadership on broader HR strategy, process improvement, and cross-functional initiatives as needed.
• Stay current on employment law developments and regulatory changes relevant to manager practices, employee relations, and HR policy.

Qualifications

Required

• BS/BA degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
• 10+ years of progressive HR experience, including substantial hands-on employee relations experience and direct manager support/consulting.
• Demonstrated experience designing and administering a progressive discipline framework, including manager coaching, documentation standards, and escalation criteria.
• Demonstrated experience leading or overseeing workplace investigations, including selecting and managing third-party investigation vendors.
• Demonstrated experience owning an HR handbook and driving a policy roadmap, including drafting and implementing policies that are fair, consistent, and compliant.
• Experience serving as a frontline HR resource for managers on performance calibration, coaching, feedback, compensation cycles, onboarding, and offboarding.
• Experience building manager capability through training, playbooks, tools, and coaching.
• Working knowledge of U.S. employment law and HR best practices, with sound judgment regarding when to engage Legal or other experts.
• Strong process design, facilitation, analytical problem-solving, and change-management skills.
• Excellent communication, coaching, collaboration, documentation, and stakeholder-management skills.
• Ability to manage competing priorities independently in a fast-paced environment with evolving needs.

Preferred

• Master’s degree, law degree, or HR certification such as SHRM-SCP or SPHR.
• Experience in biotechnology, pharmaceutical, life sciences, or another highly regulated industry.
• Experience supporting a geographically dispersed or fully remote workforce.
• Experience selecting and managing HR technology or case-management tools for employee relations.
• Experience working in a matrixed, early-stage, scaling, or transforming organization.

Travel

This position requires up to 10% travel. 

US Salary Range: $229,000 - 264,000

#LI-Remote