HR Director, Central Products

Meta•Menlo Park, CA

2d•$293,000 - $339,000

About The Position

Meta is seeking an HR Director to lead HR business partnership for Central Products under Naomi Gleit. Central Products enables a growing, safe, connected Meta product ecosystem by addressing complex shared problems. Its work spans Central Growth, Central Integrity, Support, Security, AI Solutions and Automation, Subscriptions, Meta Business Agents, APAC Big Bets, Global Operations, and Strategic Response. The organization protects and supports billions of people while applying AI to transform both what it builds and how it works. The HR Director serves as a strategic thought partner to VP- and Director-level leaders and leads and develops a team of senior HR Business Partners. The role sets the people agenda for a large, highly matrixed global organization, as well as the priorities, coverage, and bench strength of the HR team supporting it. Success includes building leadership capability across product groups and central functions, supporting an organization that has undergone significant structural change, and exercising sound judgment on organizational design. The role requires executive influence and the ability to navigate ambiguity, moving between enterprise-level strategy and hands-on coaching of leaders through change.

Requirements

15+ years of HR experience, including significant time as a senior HR Business Partner to executive-level leaders.
Experience leading the people agenda for large, global, highly matrixed organizations through periods of significant growth or change.
Experience managing and developing a team of HR Business Partners.
Demonstrated experience in organizational design, workforce planning, and large-scale change management.
Proven ability to influence and build credibility with VP-level and above leaders, including constructive challenge.
Demonstrated judgment in assessing and navigating organizational, people, and reputational risk.
Experience using data and insight to frame problems and drive executive decision-making.
Executive communication, consulting, coaching, and facilitation skills.
Demonstrated experience building inclusive teams and driving inclusion work.
Experience operating in a constantly changing environment with a high degree of ambiguity.

Nice To Haves

Experience supporting infrastructure, technical, or revenue-generating organizations.
Experience partnering across multiple regions, including EMEA and APAC.
Experience applying AI tools to scale HR workflows, insight generation, or decision support.
Experience leading or developing HR professionals.
BA/BS degree.

Responsibilities

Serve as the senior HR leader and strategic advisor to the leadership team of a complex, cross-functional organization, owning the end-to-end people strategy.
Lead, coach, and develop a team of senior HR Business Partners; set priorities and build bench strength within the team.
Shape organizational design, workforce planning, and talent strategy at scale, including leader-level succession and bench development.
Lead and implement large-scale change and reorganizations, including organizational design, sequencing, and communications strategy.
Coach and develop senior leaders and managers-of-managers, raising the leadership bar across the organization.
Set the agenda for talent management, performance, and engagement cycles, translating company frameworks into business-relevant execution.
Use workforce data and insights to diagnose organizational health and inform leadership decisions on attrition, span of control, capability gaps, and investment trade-offs.
Partner across Recruiting, Learning & Development, Compensation, Legal, Employee Relations, and HR Programs to design and scale solutions.
Represent the business in enterprise-level HR governance and contribute to the broader HR function's strategy and operating model.
Partner with regional and international HR leaders on global strategy and consistent execution across geographies.