Senior HR Business Partner, Engineering

Decagon•San Francisco, CA

18d•$200,000 - $260,000•Onsite

About The Position

As Decagon grows from 150+ to 1,000 employees, we are seeking a Senior HR Business Partner to serve as a trusted advisor to leaders across our EPD departments. This is a foundational role: you’ll provide hands-on partnership to executives and managers while building out the HRBP function for scale. You’ll help us anticipate organizational needs, shape leadership effectiveness, and ensure our people strategy supports Decagon’s rapid SaaS growth. You’ll also establish the frameworks, playbooks, and practices that will become the backbone of our HRBP team as we scale globally.

Requirements

8–10+ years of experience in HR, with a strong track record as a HRBP or People Partner in high-growth SaaS or tech companies.
Experience advising executive and senior leaders across multiple functions
Expertise in org design, change management, workforce planning, and succession planning.
Strong understanding of performance management, employee relations, compensation, and engagement practices
Demonstrated ability to scale HRBP or People Partner functions from early stages into mature teams
Excellent interpersonal and communication skills; able to build trust at all levels of the company.
Comfortable operating in both strategic and hands-on capacities in a dynamic, fast-changing environment.

Nice To Haves

You’ve built or led the first HRBP function at a company scaling from hundreds to thousands of employees.
You thrive in hypergrowth SaaS environments where ambiguity is the norm.
You bring global HR experience (multi-country orgs, EORs, compliance at scale).
You’ve worked closely with Finance and Business leaders on headcount planning and compensation strategy.

Responsibilities

Act as a strategic advisor to senior leaders across Decagon's Product & Engineering teams
Partner with executives on org design, workforce planning, and team effectiveness.
Provide coaching to leaders and managers on performance, feedback, and people leadership.
Drive consistent and fair performance management, promotions, and career development processes.
Collaborate with People Ops, L&D, and Talent Acquisition to ensure seamless onboarding, engagement, and employee experience.
Own change management initiatives, guiding teams through periods of transformation and growth.
Define and implement the HRBP operating model, setting the foundation for a growing HRBP team.
Serve as a cultural ambassador, ensuring our values are embedded in everyday leadership and decision-making.