HR Business Partner– Product and Engineering

Western Digital Corp.; San Jose (CA); On-site; USD 135,000 - 180,000; Full time

Job summary

Western Digital Corp. is seeking an HR Business Partner focused on Product and Engineering in the United States. You will partner with senior leaders to translate business goals into workforce plans, develop talent strategies, and drive organizational effectiveness across global teams.

The role requires 6–8 years in HR, strong business acumen, and experience coaching senior leaders. You will influence leadership decisions, leverage data analytics, and apply AI-enabled HR solutions to improve

Qualifications

• Bachelor's degree in Business, Human Resources or a related field, or equivalent practical experience; master's degree or relevant certification preferred.
• 6-8 years of experience in Human Resources
• 3+ years of experience as an HR Business Partner in a complex organization, or relevant experience in HR or organization development consulting.
• Experience coaching and influencing senior leaders
• Strong business acumen and working knowledge of Product and Engineering organizations; supporting technical organizations is strongly preferred.
• Data fluency and the ability to translate workforce and people insights into clear, practical recommendations.
• Experience applying AI, automation, and technology-enabled solutions to solve business challenges, generate insights, and improve organizational effectiveness.

Responsibilities

• Act as a trusted advisor and leadership coach to senior leaders.
• Facilitate and drive the talent strategy for assigned Product and Engineering client groups in support of the business strategy.
• Partner with Sr. Directors and VPs to translate business priorities into workforce plans, talent initiatives, and employee engagement actions supported by people analytics and business data.
• Diagnose workforce needs and capability gaps using data and business insights to inform workforce planning, organization design, culture, succession planning and leader development.
• Coach and influence senior leaders on leadership effectiveness, team development, organization health, and complex people decisions.
• Bring an understanding of Product and Engineering operating models, including product roadmaps, go-to-market priorities and enterprise technology delivery, to shape practical people solutions.
• Operationalize the talent strategy with an enterprise mindset, strong execution rigor, effective change management and a high degree of collaboration across the HR ecosystem.
• Identify emerging talent and organization risks, recommend solutions and partner with leaders to drive actions through completion.
• Maintain a pulse on employee experience through engagement surveys, listening mechanisms, attrition analysis, workforce dashboards, and organizational health metrics; partner with leaders to develop targeted action plans.
• Influence the design and adoption of enterprise talent programs
• Drive integrated talent management programs within aligned organizations, including goal setting, performance management, development conversations, succession planning and rewards.
• Partner with leaders on strategic workforce planning, including critical skills, future capability needs and internal and external talent pipelines.
• Coordinate and manage the deployment of enterprise HR programs across the Product organization, ensuring consistent execution, stakeholder alignment, communication effectiveness, and measurable outcomes.
• Collaborate with Talent Acquisition, Talent Management, Total Rewards, People Analytics, Employee Relations and other Centers of Excellence to deliver integrated solutions and optimize business value.
• Leverage AI and emerging technologies to enhance HRBP effectiveness, streamline work, improve decision-making, and increase organizational impact through data-driven and scalable people solutions.

Skills

Coaching leaders

Business acumen

Data fluency

AI in HR

Global teams

Change management

Education

Bachelor's degree in Business or HR

Master's degree or relevant certification preferred

Job description

HR Business Partner– Product and Engineering

• Full-time
• Job Type (exemption status): Exempt position - Please see related compensation & benefits details below
• Salary Range: 134,800.00-179,700.00
• Business Function: Human Resources

WD is building the infrastructure behind the AI-driven data economy.

As AI scales, so does data. Every interaction, every model, every system generates data that must be stored, managed, and made accessible over time. That’s where we come in.

We combine deep engineering expertise with global-scale manufacturing to deliver the storage systems that make AI possible, powering hyperscale data centers, cloud platforms, and enterprise infrastructure worldwide.

This isn’t theoretical work. It’s real systems, at real scale, people solving some of the hardest challenges in technology today.

We’re looking for people who want to build, solve, and operate at that level.

Join us and let’s shape the future of data.

Come join the HRBP team at WD! As an HR Business Partner, you will provide strategic people consultation across our Product and Engineering organization in the U.S, and in partnership with leadership across the global organization. This role will own and drive the talent strategy for aligned client groups, translating business plans into talent, engagement, and organizational planning.

You will serve as a trusted advisor and thought partner to senior leaders, helping them build the organization, capabilities and leadership needed to deliver their business priorities. If you thrive in a fast-paced, dynamic environment, enjoy developing people-first experiences and are eager to take on new challenges with urgency and enthusiasm, this could be the opportunity for you.

Success in this role requires strong business acumen, an understanding of Product and Engineering organizations, and the ability to connect enterprise talent programs to practical business needs. Strong partnerships across HR Centers of Excellence and global teams will be critical.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Act as a trusted advisor and leadership coach to senior leaders

Facilitate and drive the talent strategy for assigned Product and Engineering client groups in support of the business strategy.

Partner with Sr. Directors and VP's to translate business priorities into workforce plans, talent initiatives, and employee engagement actions supported by people analytics and business data.

Diagnose workforce needs and capability gaps using data and business insights to inform workforce planning, organization design, culture, succession planning and leader development.

Coach and influence senior leaders on leadership effectiveness, team development, organization health, and complex people decisions.

Bring an understanding of Product and Engineering operating models, including product roadmaps, go-to-market priorities and enterprise technology delivery, to shape practical people solutions.

Operationalize the talent strategy with an enterprise mindset, strong execution rigor, effective change management and a high degree of collaboration across the HR ecosystem.

Identify emerging talent and organization risks, recommend solutions and partner with leaders to drive actions through completion.

Maintain a pulse on employee experience through engagement surveys, listening mechanisms, attrition analysis, workforce dashboards, and organizational health metrics; partner with leaders to develop targeted action plans.

Influence the design and adoption of enterprise talent programs

Drive integrated talent management programs within aligned organizations, including goal setting, performance management, development conversations, succession planning and rewards.

Partner with leaders on strategic workforce planning, including critical skills, future capability needs and internal and external talent pipelines.

Coordinate and manage the deployment of enterprise HR programs across the Product organization, ensuring consistent execution, stakeholder alignment, communication effectiveness, and measurable outcomes.

Collaborate with Talent Acquisition, Talent Management, Total Rewards, People Analytics, Employee Relations and other Centers of Excellence to deliver integrated solutions and optimize business value.

Leverage AI and emerging technologies to enhance HRBP effectiveness, streamline work, improve decision-making, and increase organizational impact through data-driven and scalable people solutions.

REQUIRED

Bachelor's degree in Business, Human Resources or a related field, or equivalent practical experience; master's degree or relevant certification preferred.

6-8 years of experience in Human Resources

3+ years of experience as an HR Business Partner in a complex organization, or relevant experience in HR or organization development consulting.

Experience coaching and influencing senior leaders

Strong business acumen and working knowledge of Product and Engineering organizations; supporting technical organizations is strongly preferred.

Data fluency and the ability to translate workforce and people insights into clear, practical recommendations.

Experience applying AI, automation, and technology-enabled solutions to solve business challenges, generate insights, and improve organizational effectiveness.

SKILLS

Experience working across global teams and adapting approaches across geographies and cultures.

A continuous learner who demonstrates agility, resilience and sound judgment through ambiguity and change.

Results-oriented, resourceful and accountable, with a collaborative and hands‑on working style.

WD is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on their race, color, ancestry, religion (including religious dress and grooming standards), sex (including pregnancy, childbirth or related medical conditions, breastfeeding or related medical conditions), gender (including a person’s gender identity, gender expression, and gender‑related appearance and behavior, whether or not stereotypically associated with the person’s assigned sex at birth), age, national origin, sexual orientation, medical condition, marital status (including domestic partnership status), physical disability, mental disability, medical condition, genetic information, protected medical and family care leave, Civil Air Patrol status, military and veteran status, or other legally protected characteristics. We also prohibit harassment of any individual on any of the characteristics listed above. Our non-discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the " Know Your Rights: Workplace Discrimination is Illegal ” poster. Our pay transparency policy is available here .

WD thrives on the power and potential of diversity. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We believe the fusion of various perspectives results in the best outcomes for our employees, our company, our customers, and the world around us. We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution.

WD is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and our hiring process. Please contact us at [e-mail] to advise us of your accommodation request. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

Based on our experience, we anticipate that the application deadline will be 1/26/27, although we reserve the right to close the application process sooner if we hire an applicant for this position before the application deadline. If we are not able to hire someone from this role before the application deadline, we will update this posting with a new anticipated application deadline.

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Compensation & Benefits Details

• An employee’s pay position within the salary range may be based on several