Director, People Business Partner - Product, Technology & AI

Delinea•Redwood City, CA

2d•$170,000 - $200,000

About The Position

Delinea is seeking a strategic, hands-on Director, People Business Partner to partner with Product, Technology, and AI leaders. The role is the primary people advisor to the EVP of Product & Technology and the AI leader, shaping how the organization is structured, hires, develops, and retains technical talent. It sits on the Global PBP leadership team and contributes to company-wide people strategy. The role will help implement a new General Manager model in Product & Technology, in which the EVP leads three GMs, each responsible for a specialized vertical. The Director will help clarify decision rights, define how GMs work with shared functions, and adapt organizational design, talent, and performance practices to support the model. The role also applies lessons from this transformation to enterprise people programs and builds operating-model and organizational-design capability across the PBP team. As a strategic partner, the Director translates business priorities into people plans and leads organizational design, workforce planning, talent and succession processes, leadership coaching, change management, employee relations, total rewards and performance work, people-data analysis, and culture and engagement initiatives. The role supports AI-related changes to roles, skills, and team structures and works with Legal and People Centers of Excellence on relevant matters.

Requirements

10+ years of progressive HR experience, including 5+ years as a senior HRBP supporting Engineering, Product, or R&D in a B2B SaaS or technology company.
Experience partnering with C-suite or EVP-level leaders.
Track record in organizational design, workforce planning, and change management.
Experience partnering with an organization that operates under a GM or business-unit model, ideally during a transition into one.
Understanding of GM accountability, decision rights, and how GMs work with shared functions; ability to coach leaders who are new to or experienced with the model.
Working knowledge of software team practices, including agile, product and engineering career paths, and technical leveling.
Curiosity about AI and how it is reshaping work, roles, and skills.
Strong employee-relations judgment and sound knowledge of employment law in multiple countries.
Comfort with data and HR systems such as Workday.
Executive presence and ability to challenge leaders constructively.

Nice To Haves

Global experience, including the US, EMEA, APAC, or LATAM.

Responsibilities

Partner with the EVP of Product & Technology and three General Managers to design and embed the GM operating model.
Define decision rights among GMs, the EVP, and shared functions, clarifying accountability and decision-making.
Design how GM businesses work with shared functions, including Engineering platform, Product Ops, Finance, and People, and establish interfaces, governance forums, and escalation paths.
Adapt organizational design, talent, and performance practices to the GM model, including span and layer, leadership roles and capability gaps, succession, goal setting, performance, and rewards.
Lead the people side of the transformation, including sequencing, leader readiness, communications, and adoption metrics.
Turn effective practices from the Product & Technology transformation into repeatable enterprise principles, playbooks, and tools for decision rights, organizational design, and performance practices.
Partner with the Global PBP team and People COEs to adapt and scale approaches across other functions where appropriate.
Advise the VP, Global PBPs on enterprise organizational effectiveness and build operating-model and organizational-design capability across the PBP team.
Advise Product, Technology, and AI leaders and their staff, translating business priorities into plans for organization design, talent, and culture.
Lead organizational design, span-and-layer reviews, and headcount planning, including planning for how AI adoption changes roles, skills, and team structures.
Run talent reviews, succession planning, and calibration; identify critical engineering and product talent and develop retention plans.
Coach senior leaders and managers on team effectiveness, performance, and change, and build leadership capability.
Guide teams through reorganizations, integrations, and operating-model changes.
Handle complex employee relations matters with sound judgment and in partnership with Legal and People COEs.
Work with Total Rewards on technical career frameworks, leveling, offers, and annual pay and performance cycles.
Use people data, including attrition, engagement, hiring speed, and organizational health, to identify trends and inform decisions.
Act on engagement survey results and foster an inclusive, high-performing engineering culture.