The Opportunity:

The Associate Director, People Operations, Europe will play a critical, hands-on role in building and scaling the HR operational infrastructure across Europe. This role will drive the implementation of core HR operations in close partnership with Finance, global People/HR functions, and external vendors, with an immediate focus on establishing payroll and benefits frameworks across multiple countries.

This position requires a highly collaborative operator who can lead execution while navigating a global, matrixed environment, ensuring that regional needs are effectively represented while aligning with global standards.

Key Responsibilities include:

Build & Implement HR Operations Infrastructure

• Drive the design and implementation of end-to-end HR operational processes across Europe (onboarding, offboarding, employee data management, lifecycle workflows) in partnership with global People/HR functions and Finance.

• Partner cross-functionally to ensure alignment of regional processes with global standards, while adapting to local requirements.

• Lead operational readiness for new country expansions, coordinating closely with Finance, Legal, and global teams.

Payroll & Benefits Implementation

• Drive the implementation of payroll infrastructure across multiple European countries in close partnership with Finance and global HR/People functions.

• Lead the setup and operationalization of payroll processes, ensuring alignment across Finance, external vendors, and internal stakeholders.

• Support the implementation and drive the excellence of country-specific benefits programs in collaboration with global Total Rewards, Finance, and external brokers.

• Ensure effective coordination between payroll, benefits, Finance, and global teams to enable accurate and compliant going operations.

• Serve as a key regional point of contact, ensuring alignment between vendors and internal stakeholders.

Compliance & Local Setup

• Drive implementation of compliant HR operational frameworks across countries, in partnership with Legal, Finance, and global HR.

• Coordinate with cross-functional teams and external advisors to support entity setup, employment structures, and regulatory requirements.

• Ensure documentation, contracts, and employee records processes meet both local and global standards.

Systems & Technology (HRIS & TA Systems)

• Partner with global HRIS and Talent Acquisition teams on the implementation and rollout of Workday (HRIS) and Greenhouse (ATS) across Europe.

• Drive regional execution and readiness for system deployments, ensuring alignment with global implementation timelines and milestones.

• Collaborate closely with global system owners to ensure European country-specific requirements (e.g., local regulations, data fields, workflows) are understood, prioritized, and incorporated into system design where appropriate.

• Act as the regional subject matter expert, providing input into configuration decisions while not directly owning system configuration.

• Coordinate user acceptance testing (UAT), data validation, and go-live readiness activities for European markets in partnership with global teams.

• Ensure effective adoption of systems across the region through clear processes, documentation, and stakeholder alignment.

• Partner cross-functionally (HR, TA, Finance, IT) to ensure systems support compliant and efficient end-to-end processes.

Cross-Functional Collaboration & Execution

• Act as a central connector across Finance, Legal, IT, global HR/People Operations functions, and regional stakeholders to drive execution of HR operations.

• Ensure clear ownership, alignment, and communication across all stakeholders involved in European expansion efforts.

• Proactively identify and resolve gaps or dependencies across functions to enable smooth implementation.

What Success Looks Like

• Payroll and benefits infrastructure successfully implemented across European entities through strong cross-functional partnership.

• HR operational processes established and aligned with global frameworks while meeting local requirements.

• Effective collaboration across Finance, Legal, IT, and global HR functions enabling smooth regional expansion.

• Scalable, compliant operations supporting continued growth in Europe.

Required Skills, Experience and Education:

• Bachelor’s degree in human resources, Business Administration, or related field (Master’s preferred).

• Proven experience driving implementation of HR operations and payroll/benefits infrastructure across multiple European countries.

• Profound knowledge of labor law and practical understanding of broader European employment practices.

• Experience working in highly cross-functional, matrixed environments with global stakeholders.

• Hands-on experience in fast-growing or scaling organizations; build-phase experience strongly preferred.

Preferred Skills:

• Team player leading with high standards.

• Strong execution focus with the ability to drive initiatives through cross-functional collaboration.

• Excellent stakeholder management and influencing skills across functions and geographies.

• Ability to operate effectively in a global, matrixed organization.

• Strong project management skills with experience leading multi-country implementations.

• Detail-oriented with a strong focus on accuracy and compliance.

• Fluent in English; additional languages are a plus.

Business Travel Expectation:

• Willingness and ability to travel internationally, as required.

Revolution Medicines takes protection and security of personal data very seriously and respects your right to privacy while using our website and when contacting us by email or phone. We will only collect, process and use any personal data that you provide to us in accordance with our CCPA Notice and Privacy Policy. For additional information, please contact privacy@revmed.com. 

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The Opportunity:

As a Senior Total Rewards Analyst, you will play a critical role in ensuring that Revolution Medicines attracts, rewards, and retains highly qualified team members by supporting the development, analysis, and implementation of our total rewards programs, including compensation and benefits. In this role, you will combine strong analytical capabilities with a broad understanding of total rewards to deliver data-driven insights, support program execution, and enhance the employee experience.

You will partner closely with Talent Acquisition, People Operations, HR Business Partners, and external vendors to support compensation processes, benefits programs, and total rewards communications. This role requires a balance of analytical rigor, operational execution, and strong collaboration across a fast-growing, global organization.

You will report to the Senior Director, Total Rewards.

Key Responsibilities:

Compensation Analytics & Program Support

• Drive analysis and support the development and maintenance of compensation structures (salary, bonus, equity) and job leveling frameworks in partnership with internal stakeholders and external consultants.

• Conduct market analysis, benchmarking, and modeling to assess competitiveness and inform compensation decisions.

• Build, maintain, and enhance compensation models, reports, and dashboards to support data-driven decision making.

• Support annual and mid-year compensation planning cycles, including modeling, data validation, reporting, and process coordination.

• Partner with HRBPs, Talent Acquisition, and Finance to support hiring, promotions, workforce planning and other compensation-related activities.

• Partner closely with the Total Rewards team to support and execute key compensation programs, including compensation cycles, job architecture and market pricing.

Pay Equity, Data Integrity & Reporting

• Support ongoing pay equity analysis and reporting, ensuring alignment with company philosophy and regulatory requirements.

• Maintain high-quality compensation data within Workday and other systems; identify and resolve data discrepancies.

• Partner with People Operations and HRIS to support maintenance and integrity of compensation-related data in Workday, including job profiles and job architecture updates.

• Participate in compensation surveys and analyze market trends to inform program design and evolution.

Total Rewards Support

• Partner with internal teams and external vendors (e.g., MMA, Mercer) to support benefits programs, including renewals, documentation, and program updates.

• Coordinate with People Operations and regional HR teams on benefits-related activities, ensuring alignment between strategy and execution.

• Support analysis of benefits programs, including utilization, competitiveness, and cost considerations.

• The role will support coordination and analysis of benefits in partnership with People HR and Regional HR teams, and benefits administration may be necessary/a minor part of the responsibilities, though minimal

Total Rewards Communication & Employee Experience

• Support the development of total rewards communication materials, including employee guides, FAQs, and manager enablement resources and intranet sites.

• Assist in communicating compensation and benefits programs to employees in a clear, consistent, and engaging manner.

• Contribute to initiatives that enhance employee understanding of total rewards, including onboarding content and education programs.

• Translate complex compensation and benefits data into clear insights and materials for managers and stakeholders.

Process Improvement & Cross-Functional Collaboration

• Identify opportunities to improve processes, tools, and reporting related to compensation and total rewards programs.

• Partner cross-functionally with People Operations, HRIS, Finance, and HRBPs to ensure smooth execution of programs and initiatives.

• Support documentation and maintenance of total rewards processes, policies, and best practices.

Required Skills, Experience and Education:

• Bachelor’s degree in Economics, Statistics, Human Resources, or a related quantitative field, or equivalent practical experience.

• 5+ years of experience in compensation, total rewards, HR analytics, or related fields.

• Strong analytical and modeling skills with advanced Excel capabilities.

• Experience working with HR systems (e.g., Workday) and large datasets.

• Strong verbal and written communication skills with the ability to translate complex data into clear insights.

• Strong attention to detail and ability to manage multiple priorities in a fast-paced environment.

• Demonstrated ability to collaborate cross-functionally and influence decision-making through data.

Preferred Skills:

• Experience in biotechnology, life sciences, or a fast-scaling organization.

• Exposure to both compensation and benefits programs.

• Experience supporting compensation cycles and/or benefits renewals.

• Familiarity with job architecture, leveling frameworks, and market pricing.

• Experience improving processes, models, or tools and driving continuous improvement initiatives.

• Comfort working with senior stakeholders and contributing to strategic discussions. 

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The Opportunity:

We are seeking an enthusiastic and highly motivated HR Intern to assist our Culture, Engagement & Learning team.  This role will support a fast-paced team leading employee programs across RevMed including learning & development, leadership, wellbeing and culture programs.  This role requires creative-thinking, project management and detail-orientation. Our hope is that this internship will provide broader perspective on the HR function and various areas of focus areas.

Potential project areas include:

• Develop training materials and programs, including content development.

• Support systems to track attendees for training workshops and assist with onboarding process.

• Partner to develop communication plan and materials to highlight culture events and important historical recognitions.

• Organize HR’s filing systems ensuring all documents are accurately filed and easily accessible.

• Update quarterly reports regarding various HR metrics.

Required Skills, Experience and Education:

• Enrolled in a university or college program, preferred course of study to include Human Resources, Communications, Psychology or related.

• Creative-thinker open to learning across a range of topics.

• Proficient in MS Office including Word, Excel, PowerPoint.

• Strong desire to learn and work with various HR team members.

• Able to demonstrate professional work ethic; handle confidential matters and understand company policies.

• Strong communication and collaboration skills; enjoys working in a team environment

Preferred Skills:

• Graphic design or content design experience a plus

• Experience using Canva is a plus. 

  #LI-Hybrid  #LI-AP1

The Opportunity:

The Director, Human Resources Business Partner role, will report to the Vice President, Human Resources Business Partner organization, and will partner with various business leaders and HR cross-functional teams in a variety of initiatives.

• Operate as a trusted advisor and strategic thought partner to various business leaders and their teams including those in the development organization to understand business priorities and translate them into HR strategies to enable effective scaling.

• Act as a trusted member of the leadership team(s) to guide and partner with leaders and their team(s) on workforce planning initiatives that strengthen team connectivity, enhance efficiency, and ensure the people strategy evolves with the business.

• Coach leaders on effective change management strategies and interventions that will enable the function to thrive through periods of evolution.

• Conduct deep and thorough diagnosis on organizational structure and leadership assessment to ensure the business functions are scaled for long term success.

• Collaborate closely with COEs and functional leaders:

  • Talent Acquisition – execute recruitment strategies and grow talent and technical capability pipelines in partnership of the business.

  • Total Rewards, People Ops, & HR Technology – provide guidance to help leaders navigate through new initiatives, programs or processes to drive high adoption.

  • Culture, Employee Engagement and Learning – maintain our core values and engagement drivers to evolve our culture and operating model as we become a global organization.

• Partner with other HRBPs to align, develop, and document new functional initiatives and processes. Lead identification of new processes and best practices to support growth.

• Provide support addressing employee relations and investigation concerns in accordance with internal policies and local/ regional legislation.

Required Skills, Experience and Education:

• 12+ years of progressive HRBP experience with a bachelor’s degree in human resources, business administration, or a related field.

• Good biotech or pharma business acumen and ability to translate strategic priorities with organizational effectiveness and development, capabilities, and interdependencies.

• Proven strategic HRBP focus of aligning culture with business goals, displaying strong consultative and organizational skills.

• Excellent interpersonal communication and presentation skills.

• Experience building strong partnerships within function and cross-functional teams and at all levels of leadership with excellent listening, influencing, and collaboration skills.

• Forward thinking, ability to exercise good judgement, and make decisions that are appropriate for the organization.

• Accustomed to working in a high growth and dynamic environment where accountability, change agility, flexibility, urgency, and responsiveness are valued.

• Good project management skills with the ability to manage projects or program implementations, including development of clear timelines/milestones.

• Strong analytical capabilities (including Excel skills), effective at diagnosing organizational issues and demonstrated skill in use and application of data to address issues.

• Strive for continuous improvement and embrace innovative ideas in daily work.

• Strong knowledge of HR compliance, legislation, and best practice.

Preferred Skills:

• Experience as an HRBP at a similarly sized biotech company, with rapid growth and first NDA / Commercialization.

• Experience defining and building processes across the HR function to support cross-functional HR effectiveness.

• Experience working in matrixed and global environment. 

  #LI-Hybrid  #LI-DN1

The Opportunity:

We are seeking a strategic and enterprise-minded leader to build and scale the Organizational Development and Effectiveness function at Revolution Medicines. As Senior Director, Organizational Effectiveness, you will define and drive the long-term strategy for leadership effectiveness, team performance and organizational health to support our rapid growth and strengthen our mission-driven, values-aligned culture.

This role partners closely with HR Business Partners, Learning & Development and Senior Leaders across all functions and regions to deliver high-impact organizational programs and solutions to drive team effectiveness. You will design a scalable, data-informed approach that leverages both internal capabilities and an external network of coaches and facilitators to meet evolving business needs. This function will ensure that leaders and teams are equipped to operate effectively at scale, while providing clear insights and interventions that enhance organizational performance across the enterprise. The function will lead both functional programs as well as cross-functional matrix team programs, defining and evolving best practices for team launch, ways of working, conflict resolution and more.

This position reports to the Vice President, Culture, Engagement & Learning and is based at our Redwood City headquarters.

Core Responsibilities:

• Define and scale the Organizational Development strategy aligned to RevMed’s business priorities and core values, building a global, high-impact OD function.

• Lead leadership effectiveness strategy and execution. This includes, where appropriate.  executive coaching and building a high-quality external coaching network.

• Drive team effectiveness and offsite strategy, partnering with leaders and HRBPs to enhance performance, alignment, and trust through targeted interventions and high-impact off-sites.

• Build and manage a scalable network of external coaches and facilitators, ensuring consistency, quality, and alignment with RevMed’s culture and standards.

• Strengthen talent and organizational effectiveness practices, partnering across HR to enable high-quality programs such as talent reviews, succession planning, and organizational design.

• Embed RevMed’s Core Values into leadership and team practices, reinforcing a collaborative, patient-focused culture across the organization.

• Design and deliver customized OD resources, partnering with HRBPs including workshops, leadership sessions, and tools tailored to support team launch, establishing norms, resolving conflicts and navigating stages of team development. Strategy will reflect differing needs for functional and cross-functional project teams.

• Leverage systems and insights to scale impact, establishing clear measures of success and continuously improving OD programs and interventions.

Required Skills, Experience and Education

• 15+ years of progressive experience in OD, talent development, or related fields, including significant experience operating at the executive level and driving leadership effectiveness in scaling organizations.

• Experience in biotech, pharmaceutical, or life sciences organizations.

• Executive coaching certification (e.g., ICF or equivalent) with substantial experience coaching senior leaders and executives.

• Highly experienced facilitator with demonstrated ability to lead high-impact sessions with senior leadership teams.

• Strength in building content and designing resources and tools to support teams and leaders. 

• Experience leading an effective OD function in a global environment including building systems and structures, measurement approach and managing facilitators and coaches.

• Balance of strategic thinking and approach combined with ability to be fully hands-on, leading execution and delivery.

• Ability to influence and advise senior leaders with credibility and confidence. Experience working within or alongside HR COEs in a matrixed environment.

• Bachelor’s degree or equivalent experience required.

Preferred Skills

• Proven experience building and scaling OD functions or capabilities in a high-growth, global environment and scaling.

• Familiarity with integrating OD practices into talent processes (e.g., talent review, succession planning).

• Certified in Insights Discovery with experience leveraging the tool and framework for team effectiveness and leader coaching. 

  #LI-Hybrid  #LI-YG1