Senior People Business Partner

Key Responsibilities

• Co-create User's multi-year people strategy - Work with group leadership to turn product strategy into an annual people plan and a multi-year talent roadmap covering capability gaps, succession, future skills, and where to invest
• Diagnose and improve the system, not treat the symptom - Analyze User's operating model, org design, spans and layers, and talent systems to find friction and misalignment with the business strategy. Then build the case for structural change and see it through
• Orchestrate change across teams - Lead large, multi-team changes, including reorgs, team integrations, and new operating rhythms, so leaders can keep shipping while the org evolves
• Build the leadership bench - Partner with senior leaders on a long-term plan for leadership capability and succession across the group. Make sure development plans are real and in use, and treat RoGRO as one input, not the endpoint
• Bring data to the leadership table - Combine internal people data (engagement, attrition, performance, progression) with external research to produce forward-looking insights that change decisions. Help leaders read the signal, not just the dashboard or report

Key Requirements

• 10+ years in HR, people strategy, or organizational effectiveness, including significant time as a senior PBP/HRBP partnering with VP-level leaders in engineering-centric, product-driven technology organizations
• A track record of org design and change at scale: reorgs, operating model shifts, or integrations affecting hundreds of people, with outcomes you can measure
• Built and owned multi-year talent strategies: succession and bench planning, workforce planning (build / buy / borrow), and leadership development that moved readiness metrics
• Strong analytical judgment. You're comfortable working directly with people data, partnering with People Analytics, and turning complex findings into a clear narrative for senior leaders
• Hands-on use of AI tools in your own work, and curiosity about how AI is changing team design and the role of managers