Director, HR Business Partner

Pure Storage•Santa Clara, CA

23h•Onsite

About The Position

This role is for a Director, HR Business Partner (HRBP) who is a strategist, operator, and change-maker. The individual will be responsible for architecting the organization, talent, and culture to support the company's growth and scale. This is not a maintenance role and requires energy, ideas, and a get-it-done mindset.

Requirements

Deep experience as a senior HRBP in global, high-growth, or tech environments.
Track record of influencing executives and shaping people strategies that move real business metrics.
Demonstrated ability to architect and evolve org structures, operating models, and leadership capabilities that enable scale, speed, and clarity across complex, matrixed teams.
Comfortable connecting people decisions to P&L, productivity, risk, and growth.
Ability to build where playbooks don’t yet exist and bring order, judgment, and momentum to ambiguous problems.
Fluent in using data, trends, and org health indicators to tell a compelling story, influence decisions, and continuously improve talent and org outcomes.
Thrive in fast-paced, high-change environments.
Ability to bring others along and model transparency, courage, and empathy to build trust and followership.

Nice To Haves

Strong preference for experience with Enterprise Sales client groups.

Responsibilities

Partner with executives and leaders to design organizational models that speed decision-making, strengthen global collaboration, and scale with growth ambitions.
Lead strategic workforce planning, integrating business, financial, and talent strategies.
Serve as a trusted coach and thought partner to senior leaders, enhancing their ability to lead through transformation, complexity, and ambiguity.
Raise the bar on manager effectiveness, helping leaders build high-performance teams and conduct courageous conversations about performance, growth, and accountability.
Define talent strategies for succession, bench strength, critical role identification, and internal mobility to make the company a talent magnet.
Partner across HR functions (TA, Total Rewards, Talent, HR Ops, Regional HR) to deliver scalable solutions for workforce future-proofing.
Lead the people-side execution of transformations (e.g., operating model shifts, M&A integration, productivity transformations) with clarity and action.
Use people analytics and organizational health metrics to diagnose issues, influence decisions, and measure impact on productivity, cost, and risk.
Champion a culture that reflects company values and HR focus areas (engagement, advisory excellence, culture) to position HR as a strategic accelerator.