Director, People Business Partners
Leads the global People Business Partner organization and advises executive leadership on organizational design, talent strategy, performance, succession, and scaling. Requires 10+ years of HR experience, senior HRBP leadership in a high-growth technology company, and experience spanning GTM and R&D organizations.
About the job
Responsibilities
- Lead, mentor, and develop a global team of People Business Partners supporting all departments.
- Advise C-suite and VP leaders on organizational design, succession planning, workforce planning, and executive coaching.
- Identify organizational gaps and lead large-scale initiatives to optimize team structures during rapid growth.
- Align business goals, product roadmaps, and go-to-market execution across global teams.
- Oversee complex employee relations matters, risk mitigation, and compliant resolutions.
- Own performance review processes, merit cycles, career architecture, and management and go-to-market career paths.
- Drive talent management, succession planning, executive talent reviews, performance cycles, and high-potential leader development.
- Foster a high-performance culture aligned with business objectives, accountability, balance, and inclusivity.
- Use AI-driven insights, automation, and people analytics to identify turnover trends and inform executive decisions.
- Partner with Finance, Accounting, Talent Acquisition, Total Rewards, and People Operations on headcount strategy, compensation planning, cross-border structures, and localized performance models.
Requirements
- 10+ years of HR experience, including at least 5+ years in a senior People Business Partner leadership role.
- Experience leading teams supporting both go-to-market functions and R&D, including Engineering and Product, in a high-growth technology or SaaS company.
- Fluency in go-to-market concepts such as quotas, churn, customer acquisition cost, and sales cycles.
- Fluency in software development concepts, including the software development life cycle, technical debt, and engineering workflows.
- Proven ability to influence C-suite and VP leaders and navigate complex organizational dynamics.
- Experience leading people strategies through rapid scaling, international expansion, post-IPO growth, or mergers and acquisitions.
- Experience partnering with Finance, Accounting, and Operations on organizational initiatives.
- Advanced ability to interpret talent data and integrate AI tools into workflow design and decision-making.
- Exceptional written and verbal communication skills.
- Bachelor's degree required.
Nice-to-haves
- MBA or master's degree in Human Resources or Organizational Development.
- SHRM-SCP or SPHR certification.
Skills
Human Resources, Organizational Design, Succession Planning, Workforce Planning, Executive Coaching, Employee Relations, Performance Management, Talent Management, People Analytics, Artificial Intelligence, Go-to-Market Strategy, Software Development Life Cycle, Compensation Planning, Shrm-Scp, Sphr
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