HR - HR Business Partner V

Job Type: Contract

Duration: 12 months

Work Arrangement: Hybrid

Locations: Bellevue, WA;
Menlo Park, CA; or New York, NY

Interview Process: 2 rounds via Zoom, approximately 45 minutes each

Travel: Rare domestic travel; no regular travel expected

We are seeking an experienced Senior HR Business Partner (HRBP V) to serve as a strategic advisor to senior business leaders, including Director-, VP-, and SVP-level executives. This is a senior individual contributor role focused on aligning people strategy with business priorities, strengthening organizational effectiveness, and enabling leaders to build and develop high-performing teams.

The ideal candidate brings extensive experience in strategic HR business partnering within a fast-paced technology company or similarly complex environment. This individual will operate at the intersection of business strategy and people strategy, using business acumen, organizational insights, and people analytics to influence decisions and deliver measurable business outcomes.

The role requires a high degree of autonomy, sound judgment, and the ability to navigate ambiguity while partnering closely with executive leadership and cross-functional People teams.

• Partner directly with senior executives, including VP- and SVP-level leaders, to understand business priorities and translate them into effective people strategies.

• Serve as a trusted advisor to leadership on organizational effectiveness, workforce needs, talent strategy, and leadership challenges.

• Connect people-related decisions to broader business objectives, operational priorities, and organizational outcomes.

• Anticipate organizational challenges and provide practical, data-informed recommendations.

• Lead workforce planning and organizational design initiatives aligned with business strategy and evolving organizational needs.

• Assess organizational structures, roles, capabilities, and resource requirements to support business growth and effectiveness.

• Use quantitative and qualitative insights to diagnose organizational health, identify gaps, and recommend improvements.

• Support organizational transformations, restructures, and other significant business changes.

• Partner with leaders on talent strategy, succession planning, leadership development, and talent reviews.

• Support performance management, talent calibration, career development, and internal mobility initiatives.

• Coach leaders on developing talent, strengthening leadership capabilities, and building high-performing teams.

• Identify opportunities to improve talent outcomes, employee growth, and organizational capability.

• Lead or support change management efforts related to organizational transformations, restructures, and evolving business priorities.

• Help leaders navigate ambiguity, communicate change effectively, and maintain organizational alignment.

• Develop actionable recommendations based on organizational health assessments, employee feedback, and workforce data.

• Support initiatives that improve team effectiveness, engagement, and overall organizational performance.

• Partner with leadership on culture, employee engagement, inclusion, and organizational health initiatives.

• Interpret employee survey results and other feedback to identify trends, risks, and opportunities.

• Develop action plans with leaders to address organizational challenges and improve employee experience.

• Provide guidance on employee relations matters and leadership decisions, applying sound judgment and relevant HR expertise.

• Collaborate with Total Rewards and other People teams on compensation, rewards, and related talent decisions.

• Partner with Centers of Excellence (COEs) and cross-functional stakeholders to deliver integrated people solutions.

• Contribute to broader People initiatives and organizational programs that support business priorities.

• Mentor and support other HR business partners, sharing expertise and promoting effective HR practices.

• 12+ years of progressive HR experience, including at least 8 years in HR business partnering or strategic HR roles. The required experience must reflect direct strategic HRBP experience and does not include time spent…