Senior Director, HRBP Santa Clara, CA

About Druva You won’t just join a company at Druva, you’ll help shape the future of data security at the moment it matters most. We are building a modern standard with our cloud-native solutions, designed to simplify the toughest challenges in cyber resilience for our customers. As the pioneer and market leader in fully managed SaaS data protection, we help organizations secure and recover their data from ransomware, cyberattacks, and operational disruptions without the complexity, cost, or risk of legacy infrastructure. Our momentum is backed by the market: Druva was named a Leader in the 2025 Gartner® Magic Quadrant™ for Backup and Data Protection Platforms, a Leader in the 2025 IDC MarketScape for Cyber-Recovery, and a Leader & Outperformer in the 2025 GigaOm Cloud Data Protection Radar. Even better, customers validate that leadership every day through strong Gartner Peer Insights ratings, standout Net Promoter Scores (NPS), and top willingness-to-recommend results. Visit druva.com and follow us on LinkedIn, X and Facebook. Role Purpose & Impact The Senior Director, HR Business Partner is a senior‑level strategic People partner for one or more significant client groups at Druva. Reporting to the CHRO, this leader will shape and execute the people strategy in close alignment with business objectives across a global, multi‑geography workforce of approximately 1,200 employees. This is not a transactional HR role; it requires the intellect of an organizational diagnostician, the credibility of a trusted executive partner, and the operational discipline to deliver at scale. This role sits at the intersection of talent, organizational effectiveness, and business performance. The right candidate will be equally comfortable in an executive‑facing people strategy conversation and a hands‑on workforce planning session with a first‑line manager. As Druva accelerates AI adoption across the business, this leader will also serve as a catalyst for building workforce AI fluency partnering with leaders to equip employees to work alongside AI effectively and responsibly. What You’ll Do Strategic Business Partnership Serve as a senior‑level People partner to C‑suite and VP‑level leaders across designated business functions, translating business strategy into people priorities. Lead organizational diagnosis efforts, identifying structural gaps, leadership effectiveness opportunities, span‑and‑layer inefficiencies, and engagement risks, and develop action plans in partnership with executives. Lead change management initiatives tied to reorganizations, leadership transitions, and operating model shifts. Partner with business leaders to develop and execute AI adoption strategies within client groups identifying workforce impacts, retraining pathways, and change readiness approaches as Druva integrates AI into its products and operations. Business Partner Leadership Lead, develop, and coach HRBPs across the US, establishing consistent operating standards and a high bar for strategic partnership. Implement and govern the HRBP operating model ensuring local HRBPs execute within global frameworks while maintaining market‑specific relevance. Establish and monitor HRBP SLAs, coverage models, effectiveness metrics, and employee sentiment data to continuously improve the team's business impact. Lead complex, cross‑market employee relations matters with appropriate escalation to legal and CHRO. Talent Management & Development Partner with the CHRO and COE to execute Druva's Critical Talent and Top Talent programs, including 9‑box calibrations, succession planning, and individualized development plans. Facilitate annual performance and compensation cycles within client groups, partnering with Total Rewards to ensure equity, consistency, and pay‑for‑performance philosophy adherence. Lead the identification and development of AI fluency across client groups partnering with L&D and functional leaders to design role‑specific AI upskilling paths, assess AI readiness, and embed AI literacy into the broader talent strategy. Serve as a trusted coach and advisor to people managers reinforcing inclusive leadership behaviors and accountability for team health. Ensure leadership enablement programs equip managers with coaching, communication, and change management skills at scale. Culture, Engagement, and Employee Experience Champion Druva's culture and values across client groups, modeling and reinforcing behaviors that drive belonging, psychological safety, and high performance. Translate engagement survey data into targeted action plans and hold leaders accountable for meaningful improvement. Identify early signals of attrition risk, burnout, and disengagement and intervene proactively with data‑driven solutions. HR Operations & Compliance Ensure consistent application of HR policies, employment law, and regulatory requirements across the US. Manage complex employee relations matters, including investigations, PIPs, and separations. Partner with Legal, Finance, and TA on role leveling, job architecture, and the consistency of compensation banding. What Makes You a Great Fit Bachelor's degree in HR, Business, Psychology, or related field 12+ years of progressive HR experience, including 5+ years in a senior HRBP or people strategy role 3+ years managing HR professionals and/or leading a team of HRBPs Demonstrated experience leading talent management, succession planning, and 9‑box calibration in a B2B SaaS or technology company Experience partnering with executive leaders on org design, workforce planning, and change management Strong knowledge of US employment law and regulations Proven ability to use data and people analytics to influence business decisions and measure HR effectiveness Preferred Experience in a high‑growth, private‑equity‑backed, or pre‑IPO SaaS company. SHRM‑SC, SPHR, or equivalent certification. What Success Looks Like (First twelve months) Succession Coverage: ≥ 80% of Director+ and critical roles have identified and development‑tracked successors Top Talent Retention: ≥ 90% retention of 9‑box High Performance / High Potential employees Manager Effectiveness Score: Year‑over‑year improvement in manager effectiveness in the annual engagement survey HRBP: Business leader satisfaction with HR partnership ≥ 4.0/ 5.0 in annual survey Engagement Score: Global employee engagement at or above 75th percentile vs. SaaS benchmark Org Design Cycle Time: Org design proposals delivered within 30 days of executive request Why You’ll Love Working Here Innovation is how we operate, not a side project. You’ll work in a culture that values bold thinking and continuous improvement, where global teams experiment, iterate, and turn new ideas into products customers can rely on. If you’re looking for high‑ownership work, visible impact, and a culture that values innovation, collaboration, accountability, and growth—where you’ll be trusted to lead and empowered to build—you’ll thrive at Druva. What We Offer The pay range for this position is expected to be between $254,000 and 356,000/year; however, base pay offered may vary depending on multiple individualized, non‑discriminatory factors, including market location, job‑related knowledge, skills, and experience. The total compensation package for this position may also include other incentive compensation opportunities in the form of discretionary annual bonus or commissions, and equity. Additionally, full‑time employees are eligible to participate in our comprehensive benefits program, including health and wellness benefits, 401(k) retirement plan, life and disability insurance coverages, and other benefits the Company may offer from time to time. 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