Senior Director, People Partner(s)

BILL•San Jose, CA

About The Position

BILL is seeking a strategic, hands-on Senior Director, People Business Partner(s) to lead our People Business Partners for key functions across the company. Reporting to the Vice President of People Strategy & Solutions, this critical leadership role will help shape and execute BILL’s people strategy, drive organizational effectiveness, and foster a high-performance, inclusive culture aligned to our values. You will partner closely with senior business leaders and the broader People Leadership team to ensure we have the talent, structure, and employee experience needed to support BILL’s next stage of growth.

Requirements

Extensive progressive experience (12+ years) in HR/People leadership roles, including as a senior HR Business Partner and/or People Operations leader supporting executive-level stakeholders in a high-growth, fast-paced environment.
Demonstrated success leading and developing multi-layered People teams, with a track record of building high-performing, inclusive organizations and senior-level talent.
Deep experience in core HR disciplines such as org design, workforce planning, performance and talent management, employee relations, change management, and employee engagement.
Proven ability to design and scale HR service models and processes that balance strategic impact with operational excellence, ideally in a technology, SaaS, or fintech environment.
Strong data orientation and business acumen, including comfort using people analytics and HR technology (Workday experience strongly preferred) to inform recommendations and measure impact.
Excellent communication, facilitation, and influencing skills, with the ability to build trust and alignment across executives, managers, and employees.
A growth mindset, resilience, and a passion for building equitable, people-centric solutions that support BILL’s mission and values.

Responsibilities

Partner with executive and senior leaders to translate business strategy into integrated people plans that support growth, organizational effectiveness, and long-term capability building (including workforce planning and org design).
Use data, insights, and external benchmarks to anticipate people-related needs, identify risks and opportunities, and inform decision-making at the function and enterprise level.
Serve as a trusted advisor to the People Leadership team, contributing to the evolution of BILL’s overall people strategy and operating model.
Lead a team of People Business Partners & Employee Relations who provide proactive, strategic support to designated business groups (e.g., Product, Engineering, Go-To-Market, G&A), ensuring alignment to company goals and values.
Drive core people processes with your client groups, including performance management, talent reviews and succession planning, promotions, organizational health, and leadership development in partnership with COE teams.
Coach leaders and managers through complex org design, change management, and employee relations situations, ensuring balanced, scalable, and compliant solutions that reinforce a culture of accountability and inclusion.
Partner closely with People Shared Services, People Technology, and People Analytics to ensure efficient, accurate, and scalable delivery of core HR services (onboarding, offboarding, data management, immigration, and HR systems/processes) for your aligned business groups.
Identify opportunities to simplify, automate, and improve people processes and employee experiences, leveraging Workday, analytics, and self-service tools where possible.
Ensure HR programs, policies, and practices are applied consistently and compliantly across client groups while allowing for appropriate business nuance where needed.
Partner with Total Rewards, Learning & Organizational Development/BOC, and other COEs to drive initiatives that strengthen engagement, performance, growth, and belonging within your supported organizations.
Champion BILL’s values—Humble, Authentic, Passionate, Accountable, and Fun—by modeling inclusive leadership, building diverse talent pipelines, and supporting equitable people practices across the employee lifecycle.
Lead change initiatives within your client groups, ensuring clear communication, thoughtful stakeholder management, and strong adoption of new programs and operating rhythms.
Lead, develop, and inspire a high-performing team of People leaders (e.g., senior PBPs andul Employee Relations), providing clarity on priorities, feedback, and career development opportunities.
Build a culture of collaboration, continuous improvement, and shared best practices across the People team, ensuring alignment and partnership with COEs and peer HR leaders.