Global VP, HR Strategy & Talent Leadership

Position Summary

Perforce Software’s Chief People Officer is seeking an experienced, strategic Senior Director, HR Business Partner to serve as the senior-most HR leader responsible for aligning global talent management, HR operations, and organizational development strategies with the company’s business objectives. This executive will lead and develop a team of regional and strategic HR Business Partners worldwide, ensuring consistent, high-impact people programs that enable Perforce to scale effectively across its global footprint.

Requirements

• 12+ years of progressive HR experience, with a minimum of 5 years in a senior HR Business Partner or HR leadership role at the Director level or above.
• Demonstrated experience leading and developing geographically distributed HRBP teams in a global, matrixed organization.
• Proven track record of designing and executing global talent management, succession planning, and organizational development programs that delivered measurable business outcomes.
• Deep expertise in organizational design, workforce planning, change management, and executive coaching.
• Experience supporting technology or software companies in high-growth environments, including M&A integration experience.
• Exceptional executive presence and influencing skills — ability to counsel and challenge senior leaders with confidence, credibility, data, and empathy.
• Strong data literacy with the ability to leverage people analytics to diagnose trends, build business cases, and guide strategic decisions.
• Bachelor’s degree in Human Resources or Business Administration, or a related field.

• Master’s degree or MBA with an HR or Organizational Development focus.
• SHRM-SCP, SPHR, or equivalent senior HR certification.
• Familiarity with HR technology ecosystems including Workday, Lattice, or similar platforms.
• Experience operating within private equity-backed or publicly traded software companies.

Responsibilities

Strategic HR Leadership & Business Partnership

• Serve as a trusted executive advisor to senior business leaders across Perforce’s global business units, providing counsel on organizational effectiveness, workforce strategy, and people-related risks.
• Translate business strategy into integrated HR programs, aligning talent acquisition pipelines, leadership development, succession planning, and retention strategies to organizational goals on a global scale.
• Partner with the CPO and C-suite to design and implement enterprise-wide people strategies that support Perforce’s growth trajectory, M&A activity, and evolving organizational structure maturation.
• Lead executive-level organizational design and restructuring initiatives, ensuring structural alignment with business priorities while minimizing disruption and maximizing employee experience, standardizing span of control globally.

Global HRBP Team Leadership & Development

• Lead, mentor, and develop a high-performing team of regional and strategic HR Business Partners, setting clear direction, performance expectations, and professional growth plans.
• Establish a consistent HRBP operating model and governance framework across all regions, ensuring unified execution of global HR programs with appropriate local adaptation.
• Build and sustain cross-functional partnerships with Centers of Excellence (CoEs) including Talent Acquisition, Total Rewards, L&D, Communications & Culture, and HR Operations to deliver integrated people solutions.

Global Talent Management & Organizational Development

• Own the global talent management strategy and execution, including talent reviews, succession planning, high-potential identification, and leadership pipeline development.
• Design and lead organizational development initiatives including change management programs, messaging, and resources to support evolving business needs.
• Champion Perforce’s performance management philosophy, driving continuous improvement and calibration processes that build a high-performance culture grounded in accountability and growth.
• Lead workforce planning and organizational analytics, leveraging people data and insights to anticipate talent gaps, inform headcount decisions, and drive proactive talent strategies.
• Oversee career architecture, role clarity, and competency framework development to support internal mobility and scalable growth.
• Lead the organization through upskilling change management aligned to a broad, global AI strategy supporting all functions’ growth in AI fluency.

Change Management, Culture & Employee Experience

• Lead enterprise change management for major organizational transformations, M&A integrations, and strategic restructuring efforts, ensuring people-first approaches throughout.
• Act as a champion for Perforce’s culture and values and ensure initiatives support inclusion, belonging, and employee well‑being at every stage of the employee lifecycle.
• Monitor and respond to employee sentiment through engagement survey data, stay/exit interviews, and listening channels. Translate insights into targeted action plans with measurable outcomes.
• Partner with Communications & Culture team to develop compelling internal narratives that support organizational change and build alignment across the global workforce.

HR Operations, Compliance & Risk Management

• Ensure consistent application of HR policies, employment law compliance, and risk mitigation across all geographies in which Perforce operates.
• Partner with Legal and HR Operations to oversee complex employee relations matters, investigations, and employment disputes, particularly for senior-level or cross-jurisdictional cases.
• Ensure HRBP team readiness for regulatory changes, geographic expansion, and workforce compliance requirements.

Additionally, this position is eligible for benefits including, but not limited to, medical, dental, vision, retirement benefits, life insurance, wellness programs, total time off, and other employee perks that may be offered by Perforce from time to time. The actual offer will depend on a number of factors including, but not limited to, a candidate’s education, skills, qualifications, depth of experience and other relevant business considerations. Perforce reserves the right to amend or modify employee perks and benefits at any time.

All employees are expected to demonstrate AI fluency appropriate to their role and level, including responsible use of AI tools, sound judgment, and adherence to company AI governance and security policy standards.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Equal Opportunity Statement: Perforce is an equal opportunity employer. We do not discriminate based on race, color, religion, sex, national origin, disability, veteran status, or any other protected class.