Senior Director, HRBP - Product and Technology

StubHub•Los Angeles, CA

18h•$250,000 - $350,000•Hybrid

About The Position

StubHub is seeking a Sr. Director, People to serve a dual role: providing senior HR business partnership for the Product and Technology organizations, and leading the company's learning and development strategy. This leader will be crucial in understanding and scaling high-performing technical and product teams, while also developing the learning infrastructure to enhance capabilities across the entire company. This is a senior leadership position that requires coaching executives, diagnosing team health, and translating insights into practical programs and systems that improve the organization. The ideal candidate will be direct, possess strong judgment, be operationally adept, hands-on, AI-forward, and thrive in a fast-paced environment requiring ownership.

Requirements

12+ years of progressive HR experience, including significant HRBP leadership experience supporting Product, Engineering, Technology, Data, Design, or similar technical functions.
Experience building learning and development programs from scratch, not just maintaining existing content, including manager development, leadership training, onboarding learning, or role-based learning paths.
Experience partnering directly with senior executives and functional leaders in a technology, marketplace, consumer, or high-growth environment.
Proven ability to lead org design, workforce planning, performance management, promotions, complex employee relations, and leadership coaching.
Experience owning or heavily partnering on LMS selection, implementation, optimization, administration, or content strategy.
Experience managing and developing HRBPs, People partners, or L&D team members.
Strong business acumen and the ability to understand how Product and Technology decisions connect to company strategy, execution, and growth.
High judgment in sensitive, complex, and ambiguous people matters.
Strong data and measurement fluency, including the ability to use people and learning metrics to identify trends, diagnose issues, evaluate program impact, and influence business decisions.
Strong instructional design skills with the ability to build practical, clear, and high-impact learning experiences.
Strong written and verbal communication, with the ability to be clear, direct, and credible with senior leaders.
AI-forward mindset and experience using AI tools for coaching support, content creation, personalization, skills analysis, or decision-making.
Low-ego, high-ownership operating style with a bias for action, comfortable building in a fast-moving environment.

Responsibilities

Serve as the senior People partner to Product, Engineering, Data, Design, and other technology leaders.
Translate business strategy into org design, workforce planning, talent, performance, and leadership priorities.
Coach senior leaders and managers through high-stakes moments, including reorganizations, promotions, performance conversations, leadership transitions, conflict, and difficult exits.
Lead and develop HRBP support for Product and Technology, setting a high bar for business partnership, judgment, execution, and consistency.
Partner with Finance and business leaders on workforce planning, spans and layers, org health, and team structure.
Lead complex employee relations matters and sensitive investigations in partnership with Legal, ensuring consistency, fairness, and strong judgment.
Partner with Talent Acquisition on hiring strategy, talent density, role design, candidate experience, and onboarding feedback loops for Product and Technology.
Partner with Total Rewards to ensure performance, promotion, compensation, and equity decisions are connected and defensible.
Drive performance management execution for Product and Technology, including calibration, manager enablement, feedback quality, and follow-through.
Design and own StubHub's learning and development strategy across employees, managers, and leaders company-wide.
Own manager development company-wide, with a focus on new and first-time managers.
Build learning paths, role-based curricula, career development resources, and development frameworks.
Own LMS strategy and execution, including platform selection, implementation or optimization, content management, learning data, and reporting.
Partner with People Operations on onboarding learning design.
Partner with HRBPs across the business to identify skill gaps, team-specific needs, and manager enablement priorities.
Build AI fluency programs that help employees and managers use AI tools effectively and responsibly.
Evaluate learning effectiveness beyond completion rates, including behavior change, manager quality, performance improvement, adoption, and business impact.
Use people data, including performance, retention, engagement, promotion, attrition, flight-risk, and learning signals, to identify issues early and drive better decisions and programs.
Help leaders build healthier operating rhythms, clearer decision-making, stronger manager capability, and more accountable teams, pairing direct coaching with structured development.
Build communications, toolkits, guides, templates, and enablement materials, and support performance management enablement through manager training, calibration support, feedback resources, and development planning tools.
Bring a practical, AI-forward mindset across both people partnership and learning, using tools and data to improve insight, efficiency, coaching, personalization, and decision quality.