Director, People Business Partner, Technology

BILL

5d•$168,000 - $247,500•Remote

About The Position

BILL is seeking a strategic, hands-on Director, People Business Partner to serve as the lead People partner to our Chief Technology Officer and their leadership team. Reporting to the VP, People Strategy & Total Rewards, you will shape and execute the people strategy for our Technology organization, lead a small team of People Business Partners, and help ensure we have the talent, structure, and employee experience needed to support BILL's next stage of growth.

Requirements

10+ years of progressive HR/People experience, including significant time as a senior HR Business Partner supporting executive-level stakeholders in a high-growth, fast-paced environment.
Experience partnering directly with a CTO, CPO, or similar technology leader, ideally in a SaaS, fintech, or other technology company.
Demonstrated success leading and developing People Business Partners or similar HR professionals.
Deep experience in org design, workforce planning, performance and talent management, employee relations, change management, and employee engagement.
Familiarity with engineering talent dynamics, such as technical career ladders, leveling and calibration, and retention in competitive talent markets.
A strong data orientation and business acumen, with comfort using people analytics and HR technology (Workday experience strongly preferred) to inform recommendations and measure impact.
Excellent communication, facilitation, and influencing skills, with the ability to build trust across executives, managers, and employees.
A growth mindset, resilience, and a passion for building equitable, people-centric solutions that support BILL's mission and values.
Applicants must have authorization to work in the United States without requiring visa sponsorship now or in the future.

Nice To Haves

Workday experience strongly preferred

Responsibilities

Serve as the primary People partner to the CTO and their direct reports, translating technology and product strategy into integrated people plans that support growth, organizational effectiveness, and long-term capability building, including workforce planning and org design.
Use data, insights, and external benchmarks to anticipate talent needs, surface risks and opportunities, and inform decisions across Engineering, Security, IT, and related technology teams.
Contribute to the broader People Leadership team's priorities, bringing the perspective of a fast-scaling technology organization.
Lead and partner with a team of People Business Partners who provide proactive, strategic support across the Technology organization, ensuring alignment to company goals and values.
Drive core people processes with your client groups, including performance management, talent reviews and succession planning, promotions and leveling, organizational health, and leadership development, in partnership with COE teams.
Coach leaders and managers through complex org design, change management, and employee relations situations, delivering balanced, scalable, and compliant solutions that reinforce accountability and inclusion.
Partner with Employee Relations on escalated matters and investigations, and ensure consistent practices across the Technology organization.
Partner with Talent Acquisition and Total Rewards to attract, retain, and grow engineering and technical talent, including competitive positioning, career frameworks, and leveling consistency across teams.
Identify retention risks and engagement trends within technical teams, and build targeted action plans with leaders.
Support the development of engineering managers and senior technical leaders through coaching and partnership with Learning & Organizational Development.
Work with People Shared Services, People Technology, and People Analytics to ensure efficient, accurate, and scalable delivery of core HR services for your aligned groups.
Identify opportunities to simplify and improve people processes and employee experiences, leveraging Workday, analytics, and self-service tools.
Apply HR programs, policies, and practices consistently and compliantly while allowing for appropriate business nuance.
Champion BILL's values (Humble, Authentic, Passionate, Accountable, and Fun) by modeling inclusive leadership, building diverse talent pipelines, and supporting equitable practices across the employee lifecycle.
Lead change initiatives within the Technology organization, ensuring clear communication, thoughtful stakeholder management, and strong adoption of new programs and operating rhythms.
Lead, coach, and develop a small team of People Business Partners, providing clarity on priorities, regular feedback, and career growth opportunities.
Model the partnership work you expect from your team by carrying your own leader relationships alongside your management responsibilities.
Foster collaboration and shared best practices across the People team, including alignment with COEs and peer HR leaders.