HR Business Partner

HR - HR Business Partner

Client is seeking a senior HR Business Partner to serve as a strategic advisor to senior leadership across one or more of Client's product or functional organizations. This is a highly impactful individual contributor role that operates at the intersection of business strategy and people strategy, driving organizational health, talent effectiveness, and culture at scale.

As an HRBP, you will be a trusted thought partner to Directors and VPs, shaping people strategies that enable Client to build the future of human connection. You will bring deep expertise in organizational design, talent management, and change leadership — operating with significant autonomy, navigating ambiguity, and influencing outcomes across functions and levels.

Responsibilities

Strategic Business Partnership

Serve as a strategic advisor and thought partner to senior leaders (Director+ level), influencing business decisions through a people and organizational lens

Develop and execute integrated people strategies aligned to business priorities, including workforce planning, organizational design, and talent strategy

Translate complex business challenges into actionable people plans that drive measurable outcomes

Proactively identify organizational risks and opportunities, and design interventions at scale

Organizational Effectiveness & Design

Lead organizational design efforts to ensure teams are structured for speed, efficiency, and impact

Diagnose organizational health issues using quantitative and qualitative data, and recommend solutions

Drive change management initiatives for large-scale organizational transformations, restructures, or strategic pivots

Coach leaders on building high-performing teams and fostering inclusive, healthy team cultures

Talent Management & Development

Partner with leadership on talent strategy, including succession planning, leadership development, and high-potential identification

Drive calibration and performance management processes, ensuring consistency, fairness, and differentiation

Advise on career development frameworks and internal mobility strategies to retain top talent

Influence compensation and rewards strategies in partnership with Total Rewards to attract and retain critical talent

Culture, Engagement & Inclusion

Champion Client's cultural values and drive initiatives that strengthen employee engagement and belonging

Analyze engagement survey data and partner with leaders to develop targeted action plans

Advocate for diversity, equity, and inclusion, embedding inclusive practices into all people processes

Serve as a culture steward during periods of change, ensuring alignment between stated values and organizational behaviors

Cross-Functional Leadership & Influence

Operate as a senior IC leader within the People organization — setting standards, mentoring other HRBPs, and contributing to enterprise-wide HR strategy

Lead or contribute to cross-functional People team initiatives (e.g., performance cycle redesign, manager effectiveness programs, policy evolution)

Build strong partnerships with Centers of Excellence (Total Rewards, Talent Acquisition, L&D, People Analytics, Employee Relations) to deliver integrated solutions

Represent the voice of the business to the broader People organization and vice versa

Minimum Qualifications

Progressive HR experience, with 8+ years in an HR Business Partner or strategic HR role

Experience partnering directly with senior executives (VP/SVP level) in a fast-paced technology or similarly complex environment

Deep expertise in at least three of the following: organizational design, talent management, change management, workforce planning, employee relations, or executive coaching

Demonstrated ability to use people analytics and data to diagnose organizational issues and measure the impact of HR interventions

Track record of operating independently with high autonomy in ambiguous, rapidly changing environments

Strong business acumen — ability to connect people strategies to business and financial outcomes

Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field

Preferred Qualifications

Experience supporting engineering, product, or research organizations within a large-scale technology company

Master's degree or advanced certification (e.g.