Senior Director HRBP

Requirements 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 (Desirable) Experience in a high-growth, private-equity-backed, or pre-IPO SaaS company (Desirable) SHRM-SCP, SPHR, or equivalent certification What the job involves 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 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 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 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 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 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 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 #J-18808-Ljbffr