HR Business Partner

Gen Digital Inc.•Mountain View, CA

10d•$185,000 - $200,000

About The Position

The HR Business Partner at Gen is a trusted strategic partner to senior leaders who translates business and AI strategy into practical people strategies. This role owns the end-to-end talent agenda across workforce planning, acquisition, performance, engagement, culture, and retention, ensuring people priorities deliver measurable business outcomes. Working through cross-functional HR squads, the HRBP leads planning and execution that build organizational capability, improve decision-making, and create competitive advantage through people. Key focus areas include ownership of the end-to-end talent journey, trusted partnership with business leaders, integrated talent acquisition and retention strategy, engagement and performance outcomes, and a highly productive culture rooted in innovation, accountability, inclusion, and responsible technology adoption.

Requirements

8+ years of progressive HR experience in a technology-driven environment.
Expertise in org design, workforce planning, talent, performance, and culture.
Ability to translate technology and AI strategy into people implications.
Experience with people analytics and HR technology.
Strong coaching, consulting, and influencing skills.
Comfort operating in agile, squad-based, matrix structures.
Practical understanding of DEI principles and inclusive decision-making.
Thinks strategically about people, technology, and business outcomes.
Earns trust through insight, sound judgment, and accountability.
Uses data and influence to drive business impact.
Leads change with clarity and empathy.
Actively shapes culture and champions inclusion.
Thrives in cross-functional environments and stays current on talent trends, HR technology, and organizational effectiveness.

Responsibilities

Translate business and AI strategy into workforce plans that anticipate capability needs, capacity shifts, and operating model changes. Lead org design efforts, model future-state scenarios, and support restructuring and M&A integration with clear change plans and leadership alignment.
Define talent, succession, and development strategies for critical roles and future capability needs. Lead talent reviews and performance calibration, identify high-potential talent, and partner with leaders to create targeted development actions that strengthen bench depth and retention.
Partner with Talent Acquisition to define hiring strategies for critical roles, improve quality of hire, and remove barriers that slow recruitment. Use retention insights to address risk areas early and ensure hiring decisions support long-term capability and business priorities.
Translate engagement insights into action plans. Embed DEI into talent decisions. Partner with leaders on change management and culture building.
Sponsor performance cycles (goal-setting, feedback, calibration). Ensure reward strategies support retention and performance. Coach leaders on accountability.
Coach leaders on org effectiveness and team dynamics. Guide teams through transformation. Lead people change strategy for new tools and operating models.
Use people analytics, external benchmarks, and business data to identify trends, risks, and opportunities. Translate insights into executive-ready recommendations, build ROI models for people initiatives, and track outcomes to improve investment decisions over time.
Ensure execution of core HR cycles. Guide complex employee relations and risk cases. Maintain compliance and coordinate across HR functions.