Director, People Business Partner

Datadog•New York, NY

3d•$224,000 - $298,000•Hybrid

About The Position

Datadog is seeking a global Director, People Business Partner to lead People support for its G&A organizations. The role manages a team of People Business Partners and serves as a key partner to senior G&A leaders. The Director helps leaders understand and address organizational and talent needs, make informed people decisions, and build teams that can scale with the business. The role calls for advising senior leaders, leading through others, and staying close enough to the work to ensure plans are practical and executed effectively. Datadog operates as a hybrid workplace and values office culture, collaboration, and relationships. The role partners with G&A leaders on organizational design, workforce planning, talent and succession, performance, compensation, employee relations, engagement, and organizational change. It also supports the organization’s AI transformation by addressing how work is done, capabilities needed, and organizational design. The Director uses people and business data to identify trends and risks, oversees sensitive employee relations matters, and works with People Centers of Excellence and Recruiting to deliver programs and processes. The position also leads projects and process improvements that improve People support and the employee experience.

Requirements

At least 10 years of progressive HR or People Business Partner experience.
At least five years of experience leading a team.
Experience leading and developing People Business Partners in a complex, fast-growing organization.
Credibility and judgment to influence senior leaders on significant organizational and talent matters.
Deep experience in organizational design, workforce planning, talent management, performance management, compensation, change management, and employee relations.
Ability to translate business priorities into clear people plans and follow through on execution.
Strong analytical skills and ability to use data to identify issues, test assumptions, and recommend action.
Ability to navigate ambiguity, competing priorities, and sensitive situations while maintaining momentum and attention to detail.
Strong coaching skills to develop leaders, managers, and team members.
Clear and direct communication skills and ability to influence while maintaining strong working relationships.
Ability to address broader organizational needs as well as hands-on demands in a fast-paced business.

Nice To Haves

Experience supporting global G&A functions.
Experience in a high-growth technology or public company.

Responsibilities

Lead and develop a team of People Business Partners, setting priorities, expectations, and standards.
Partner with senior G&A leaders on organizational and people-related matters, including performance, talent, compensation, employee relations, and organizational development.
Develop a deep understanding of the priorities, operating models, and talent needs of supported organizations.
Help leaders design organizations, clarify roles and accountabilities, plan for future talent needs, and manage organizational change.
Partner with G&A leaders on the organization’s AI transformation, including implications for work, required capabilities, and organizational design.
Lead workforce and headcount planning with Finance, Recruiting, and business leaders.
Advise leaders on talent and succession planning, performance management, retention, leadership effectiveness, and employee engagement.
Use people and business data to identify trends, surface risks, and recommend action.
Coach leaders and managers to lead effectively, raise performance standards, and build strong teams.
Oversee complex and sensitive employee relations matters while balancing business needs, employee experience, consistency, and risk.
Partner with People Centers of Excellence and Recruiting to develop and deliver programs for G&A that support consistent company-wide practices.
Ensure effective execution of core People processes, including performance feedback, talent review, compensation, and engagement planning.
Identify opportunities to simplify and improve People support across G&A.
Lead projects and process improvements that strengthen the broader PBP team and employee experience.
Build strong relationships across the People team and G&A leadership.