HR Business Partner (Tech Company)

Onsite - MPK or NY and Bellevue Washington

Must-Have Skills

• progressive HR experience, with 8+ years in HRBP or strategic HR role partnering directly with senior executives VP/SVP level in fast-paced tech or complex environments Infrastructure experience, core business type role, technology experience multiple areas Deep expertise in 3+ areas: organizational design, talent management, change management, workforce planning, employee relations, or executive coaching Strong business acumen + people analytics –
• Ability to connect people strategies to business/financial outcomes and use data to diagnose org issues and measure impact

Nice-to-have Skills

• Experience supporting engineering, product, or research orgs within large-scale technology company
• Bachelors Degree
• Experience in global, matrixed org with distributed teams; M&A integration or large-scale org transformation experience

HR Business Partner (HRBP)

• 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

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

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