Senior Director of People Business Partner (HRBP) - Product

Workday•Pleasanton, CA

1d•Hybrid

About The Position

This is a marquee leadership opportunity to guide and mentor a team of PBPs dedicated to supporting the Product organization, a function central to Workday's continued success and innovation leadership. We are seeking a highly accomplished Senior Director who not only operates comfortably but thrives in a relentlessly fast-paced, outcome-focused environment, demonstrating a strong, consistent bias for action. The ideal candidate is deeply business-oriented and possesses the proven ability to lead, develop, and inspire a high-performing PBP team with both speed and uncompromising quality. This role requires the essential equilibrium between profound strategic thinking and flawless execution—recognizing that value is only created through ideas that can be successfully delivered and operationalized. The Senior Director of HRBP for Product is a pivotal, hands-on leadership role with the following core responsibilities: Executive Team Leadership and Partnership: Leads, coaches, and develops a team of high-performing People Business Partners who strategically support senior and executive leaders across the entire Product organization. Consultative & Strategic Partnership: Proactively cultivates robust, high-trust relationships with executive stakeholders. Facilitates thoughtful, data-informed dialogue and leverages a strategic mindset to advise on the full spectrum of People & Talent matters, including organizational design, change management, and leadership effectiveness. Data-Driven Problem Solving and Solution Implementation: Identifies the root causes of complex organizational challenges, leveraging internal and external data, insights, and predictive analytics. Develops comprehensive, evidence-based solutions and drives their successful implementation in close collaboration with the integrated ecosystem of HR Centers of Excellence (COEs), including Compensation, Benefits, Talent Acquisition, and Learning & Development. Executive Coaching and Talent Strategy Custodian: Serves as a hands-on executive coach, providing confidential counsel and development guidance to top-tier leaders. Spearheads critical Talent Management initiatives across the Global Product and Technology function, including rigorous Workforce Planning, robust Succession Planning, and targeted Leadership Development programs designed to build the pipeline for tomorrow's executive roles. Business Acumen and Cultural Stewardship: Thinks and acts like a business leader, possessing a deep and current understanding of Workday’s business model, key performance indicators (KPIs), and market challenges. Applies this business knowledge with a profound understanding of HR fundamentals and consistently embodies and champions Workday’s distinct culture and core values.

Requirements

12+ years of progressive, demonstrable experience in a strategic HR role, with a proven ability to materially enhance business performance through the design and execution of impactful People Strategies.
Proven track record of supporting Product leadership at the executive level, driving culture, performance, and talent management within a product-led organization.
4+ years of experience successfully managing people, coaching, and leading high-performing business partner teams in a global, matrixed organization.
Proven ability to thrive in ambiguity, possessing a motivated drive to create clarity, alignment, and actionable direction for the team and the business.
Exceptional communication skills, both written and verbal, with a facility for breaking down complex organizational concepts for all audience levels and delivering informed, educated, and engaging presentations with executive confidence.
A track record of easily building trusted relationships and possessing the sophisticated ability to influence senior leaders—knowing precisely when to courageously challenge the status quo and when to decisively disagree and commit to the final path forward.
A clear track record of using quantitative data and qualitative insights from both internal HR systems and external market sources to inform, shape, and validate opinions and strategic recommendations.
Proven experience coaching, mentoring, and leading high-performing, geographically dispersed teams.

Nice To Haves

Possesses a fundamental bias for action; this team creates tangible results and strategically leans in where Workday needs the highest impact.
Highly organized with the critical ability to ruthlessly prioritize work based on business impact and strategic importance.
Demonstrated ability to handle adversity, apply critical learnings quickly, and maintain strategic composure under pressure.
A strong desire to continuously learn, grow, and operate as an essential connector across the business, seamlessly integrating and leveraging HR Centers of Excellence (COEs) when needed for specialized support.
Strong investigative, analytical, and sophisticated interpersonal communication skills, with the ability to work effectively both independently and as a highly collaborative team member.

Responsibilities

Leads, coaches, and develops a team of high-performing People Business Partners who strategically support senior and executive leaders across the entire Product organization.
Proactively cultivates robust, high-trust relationships with executive stakeholders.
Facilitates thoughtful, data-informed dialogue and leverages a strategic mindset to advise on the full spectrum of People & Talent matters, including organizational design, change management, and leadership effectiveness.
Identifies the root causes of complex organizational challenges, leveraging internal and external data, insights, and predictive analytics.
Develops comprehensive, evidence-based solutions and drives their successful implementation in close collaboration with the integrated ecosystem of HR Centers of Excellence (COEs), including Compensation, Benefits, Talent Acquisition, and Learning & Development.
Serves as a hands-on executive coach, providing confidential counsel and development guidance to top-tier leaders.
Spearheads critical Talent Management initiatives across the Global Product and Technology function, including rigorous Workforce Planning, robust Succession Planning, and targeted Leadership Development programs designed to build the pipeline for tomorrow's executive roles.
Thinks and acts like a business leader, possessing a deep and current understanding of Workday’s business model, key performance indicators (KPIs), and market challenges.
Applies this business knowledge with a profound understanding of HR fundamentals and consistently embodies and champions Workday’s distinct culture and core values.