HR Business Partner– Product and Engineering

Western Digital•San Jose, CA

13d

About The Position

The HR Business Partner provides strategic people consultation to WD’s U.S. Product and Engineering organization and partners with leaders across the global organization. The role owns and drives talent strategy for assigned client groups, translating business plans into talent, engagement, and organizational planning. As a trusted advisor and thought partner to senior leaders, the HRBP helps build the organization, capabilities, and leadership needed to deliver business priorities. Success requires strong business acumen, an understanding of Product and Engineering organizations, and the ability to connect enterprise talent programs to practical business needs. The role works closely with HR Centers of Excellence and global teams, using people analytics, business data, and emerging technologies to deliver effective, scalable people solutions. WD describes itself as building storage infrastructure for AI-driven data growth, serving hyperscale data centers, cloud platforms, and enterprise infrastructure worldwide. The company emphasizes an inclusive environment and equal employment opportunity. The role’s compensation information includes a salary range applicable to certain specified locations, though no numerical range is provided in the posting. Eligible employees may be considered for incentive and long-term incentive programs, subject to plan terms and eligibility.

Requirements

Bachelor’s degree in Business, Human Resources, or a related field, or equivalent practical experience.
6–8 years of experience in Human Resources.
At least 3 years of experience as an HR Business Partner in a complex organization, or relevant experience in HR or organization development consulting.
Experience coaching and influencing senior leaders.
Strong business acumen and working knowledge of Product and Engineering organizations.
Data fluency and ability to translate workforce and people insights into clear, practical recommendations.
Experience applying AI, automation, and technology-enabled solutions to solve business challenges, generate insights, and improve organizational effectiveness.
Excellent communication and executive presentation skills.
Experience working across global teams and adapting approaches across geographies and cultures.
Agility, resilience, sound judgment, and ability to navigate ambiguity and change.
Results-oriented, resourceful, accountable, collaborative, and hands-on working style.

Nice To Haves

Master’s degree or relevant certification.
Experience supporting technical organizations.

Responsibilities

Act as a trusted advisor and leadership coach to senior leaders.
Facilitate and drive talent strategy for assigned Product and Engineering client groups in support of business strategy.
Partner with senior directors and vice presidents to translate business priorities into workforce plans, talent initiatives, and employee engagement actions, supported by people analytics and business data.
Diagnose workforce needs and capability gaps to inform workforce planning, organization design, culture, succession planning, and leader development.
Coach and influence senior leaders on leadership effectiveness, team development, organizational health, and complex people decisions.
Apply understanding of Product and Engineering operating models, including product roadmaps, go-to-market priorities, and enterprise technology delivery, to shape practical people solutions.
Operationalize talent strategy with an enterprise mindset, execution rigor, change management, and collaboration across the HR ecosystem.
Identify emerging talent and organizational risks, recommend solutions, and partner with leaders to complete actions.
Monitor employee experience through engagement surveys, listening mechanisms, attrition analysis, workforce dashboards, and organizational health metrics; partner with leaders on targeted action plans.
Influence the design and adoption of enterprise talent programs.
Drive integrated talent management programs, including goal setting, performance management, development conversations, succession planning, and rewards.
Partner with leaders on strategic workforce planning, including critical skills, future capability needs, and internal and external talent pipelines.
Coordinate and manage deployment of enterprise HR programs across the Product organization, ensuring consistent execution, stakeholder alignment, effective communication, and measurable outcomes.
Collaborate with Talent Acquisition, Talent Management, Total Rewards, People Analytics, Employee Relations, and other Centers of Excellence to deliver integrated solutions and optimize business value.
Leverage AI and emerging technologies to enhance HRBP effectiveness, streamline work, improve decision-making, and increase organizational impact through data-driven and scalable people solutions.

Benefits

Paid vacation time and paid sick leave.
Medical, dental, and vision insurance.
Life, accident, and disability insurance.
Flexible spending and health savings accounts.
Employee assistance program.
Voluntary benefits, including supplemental life and AD&D, legal plan, pet insurance, critical illness, accident, and hospital indemnity coverage.
Tuition reimbursement.
Transit benefits.
Applause Program.
Employee stock purchase plan.
WD Savings 401(k) Plan.
Potential eligibility for bonuses under the Short Term Incentive Plan or Sales Incentive Plan, depending on role and performance.
Potential eligibility for the annual Long-Term Incentive program, which may consist of restricted stock units or cash equivalents; eligibility varies by role.
Restricted stock unit awards may be available to eligible new hires, subject to plan terms.