Who you are

• 7+ years of progressive HRBP/People Partner experience, including meaningful experience supporting Engineering and or Security (or similarly technical, product-focused orgs)
• Strong working knowledge of US employment practices and employee relations, with comfort navigating ambiguity and sensitive issues
• Experience supporting global, distributed teams, with particular strength partnering across the US and EMEA regions (leaders, employment practices, and cultural context)
• Demonstrated strength in org design, workforce planning, talent reviews, and coaching leaders through performance and change
• Data fluency: you use metrics to tell a story, make decisions, and drive measurable action (Excel/Google Sheets proficiency required)
• Clear, confident communicator who can influence senior leaders and build trust quickly
• High integrity, strong judgment, and consistent follow-through in a fast-moving environment
• Familiarity with HRIS systems and standard People tools

What the job involves

• As a Senior People Partner, you will be a strategic advisor and coach to leaders across our Engineering and Security organizations, helping scale teams and strengthen culture as the business grows
• You will translate business and org needs into practical people strategies across talent, performance, engagement, and employee relations, while partnering closely with the broader People team to deliver consistent, high-quality programs and leader support
• Serve as a trusted advisor to Engineering and Security leadership on org design, workforce planning, operating rhythms, and team effectiveness
• Diagnose organizational health (structure, spans/layers, talent distribution, engagement signals) and recommend clear actions
• Partner with leaders through change, including reorganizations, leadership transitions, and scaling moments
• Coach leaders and managers at multiple levels on performance, feedback, accountability, and team culture
• Build manager capability through toolkits, training, and real-time guidance, especially for new managers and fast-growing teams
• Support succession planning, talent reviews, and readiness conversations for critical roles
• Lead end-to-end performance processes for your client groups (calibrations, promotions, development planning, performance improvement)
• Partner with leaders to define expectations for high performance in technical orgs, including clear role scope, career paths (IC and manager), and leveling conversations
• Identify retention risks and development opportunities, and drive practical plans to address them
• Independently manage complex employee relations concerns with sound judgment, empathy, and consistency
• Partner with Legal and the People team on investigations, performance actions, and policy interpretation, ensuring compliance with US employment practices
• Bring an extra layer of discretion and care when supporting Security teams and sensitive business areas
• Champion inclusive leadership and equitable people practices in Engineering and Security
• Translate engagement, attrition, and sentiment data into action plans with leaders, then drive follow-through and measurable improvement
• Strengthen connection and belonging in distributed teams
• Use HR metrics and insights to spot trends, influence decisions, and evaluate impact (headcount, attrition, performance distribution, internal mobility, engagement)
• Share clear, leader-ready narratives from the data, not just dashboards
• Partner closely with Talent Acquisition on hiring plans and candidate strategy for technical roles
• Collaborate with Total Rewards, People Ops, and L&D to deliver programs that fit Engineering and Security realities
• Contribute to People Team initiatives, playbooks, and scaling improvements beyond your client group
• First month:
• Get oriented to our business, products, Engineering and Security org structures, and leadership priorities
• Build relationships with key stakeholders (Engineering, Security, Product partners, People Ops, TA, Total Rewards)
• Start owning day-to-day People Partner support for your client groups, with thoughtful prioritization and strong responsiveness
• Learn our systems, performance cadence, and any active org health or engagement signals
• First three months:
• Independently support core lifecycle moments (onboarding, exits, performance check-ins, promotions support, manager coaching)
• Identify top people priorities for Engineering and Security (capability gaps, retention risks, operating friction) and launch focused action plans
• Confidently lead or co-lead calibrations, talent discussions, and engagement follow-up for your groups
• Begin resolving ER concerns with minimal oversight, escalating appropriately when needed
• One Year Outlook:
• Be viewed as a trusted advisor to Engineering and Security leaders, known for practical guidance and strong judgment
• Lead complex org and talent work (restructures, succession planning, manager effectiveness initiatives, retention strategies)
• Establish a strong operating cadence for people insights and reporting that leaders actually use
• Contribute meaningfully to People Team scaling efforts by building repeatable playbooks and improving programs for technical orgs

Benefits

• 100% company paid medical premiums for employees and dependents
• Flexible Time Off Policy
• “Whaleness” Days — At least 1 company wide day off per month
• Employer Paid Holidays
• Generous Maternity and Parental Leave
• Home Office Set Up Budget
• Monthly Technology Stipend
• Training Allowances
• Life and Disability Insurance
• Retirement Plans
• Virtual and In-Person Social Events
• Docker Swag
• Quarterly Hackathons
• Virtual Coffee with Co-Workers