Senior People Partner, Tech & Product (Remote)

HR Tech Job

San Francisco (CA)

Hybrid

USD 130,000 - 185,000

Full time

8 days ago

Application generator

Stand out for this role — generate a tailored resume and cover letter in about a minute.

Get past ATS filters

Benefits offered by this job

Competitive salary

Exceptional benefits package

Flexible Vacation & Paid Time Off

Employer-matched 401(k) plan

A fun environment where work-life BAL

Job summary

ZipRecruiter is seeking a People Business Partner III to support our Tech and Product organizations. This is an individual contributor role operating at a manager level in scope, influence, and ownership.

You will partner with senior leaders to shape and execute people strategies that drive business outcomes and operate with autonomy. Ideal candidates are strategic operators who can navigate ambiguity, translate priorities into scalable people solutions, and coach leaders across organizational

Qualifications

6+ years as a People Business Partner supporting senior leaders in Engineering and Product.
Demonstrated ability to partner with VP-level stakeholders and coach leaders at multiple levels.
Strategic experience in organizational design, workforce planning, and change management.
Deep experience managing complex employee relations and performance issues with sound judgment.
Analytical mindset to interpret data and translate insights into people strategies.
Ability to operate independently, prioritize effectively, and manage multiple initiatives.

Responsibilities

Serve as the primary People partner to VP-level leaders across Tech and Product, building relationships and guiding decisions on effectiveness and performance.
Own and drive the people strategy for aligned organizations, turning priorities into actionable plans and outcomes.
Lead workforce planning including org design, headcount strategy, and succession planning.
Partner with leaders to elevate performance standards and drive accountability across teams.
Coach leaders on performance management, employee relations, and organizational change.
Identify patterns and root causes to design scalable solutions for organizational health.
Lead organizational changes such as restructures and leadership transitions with thoughtful planning and communication.
Leverage data, insights, and feedback to inform leadership recommendations.
Collaborate with Talent Acquisition, People Development, Compensation, and People Operations for integrated solutions.
Clarify how People processes are applied and ensure follow-through on initiatives.
Seek opportunities to streamline programs for scalability and business impact.