Senior HR Business Partner, Product & Development

Safe Software

6d•CA$123,000 - CA$135,000•Hybrid

About The Position

Safe Software is looking for a Senior HR Business Partner to join our HR team. As a Senior HR Business Partner, you will be embedded with Product & Development — Safe's largest and most tenured organization, spanning Engineering, Product, and R&D — partnering directly with technical leadership to guide change management, talent review, manager development, and performance consulting through the most significant shift in how software gets built in a generation. This role has real impact: it shapes how Safe's engineers and PMs move through an AI-native transformation without losing the delivery muscle that built Safe's platform. About The Team As part of the HR team, you'll join a group of HR professionals who partner directly with business leaders across Safe Software, each embedded with a specific part of the organization. You'll report to the HR Director and be dedicated to Product & Development — Engineering, Product, and R&D — Safe's largest and most tenured org, with deep domain expertise and a career structure already in place. Safe builds FME, the data integration platform trusted by 40,000+ organizations in over 100 countries. Profitable, PE-backed, and on a deliberate path to $250M ARR, P&D is now navigating an active AI change management challenge: reinforcing a strong engineering platform while fundamentally changing how that platform gets built. The HR team is responsible for building the talent strategy, performance practices, and people infrastructure that help the business make that shift without breaking stride. You'll work closely with the VP of Engineering and technical leadership, with a seat at the table from day one. This is a hybrid role based in Surrey, BC, with 2 days/week in office.

Requirements

8+ years in HRBP roles, with meaningful time embedded in Engineering, Product, or R&D
Change management experience inside a scaled technical org, not just a growing one
Direct partnership with VP-level engineering or product leadership, owning the relationship rather than just the process
A demonstrated track record coaching technical managers promoted from IC roles
Fluency with people analytics: attrition analysis, comp equity, and calibration distributions
Genuine curiosity about AI — actively experimenting now, not planning to start

Nice To Haves

Experience at a PE-backed or high-growth SaaS company ($100M–$500M ARR range)
Experience leading the people side of an AI or major technical transformation
Experience revamping IC career frameworks or levelling systems
Understanding of engineering levelling: Staff, Principal, Distinguished tracks
Coaching accreditation or structured manager development work

Responsibilities

Be the human systems partner for the AI transition.
Hold the tension between delivery and transformation.
Design and run the P&D talent review — 4-box, succession, and talent mapping for technical and leadership roles — quarterly, with outcomes that matter: promotions, development plans, role transitions, and the occasional hard call that's been deferred too long.
Revamp a career path that's ready for the next chapter.
Own performance consulting, not performance management.
Coaching technical managers systematically, not just in a crisis.
Build a manager readiness framework.
Help leaders see around corners.
Use data with craft.
Shape how AI changes HRBP work.

Benefits

Paid time off to volunteer
Annual learning budget
Training programs paid for by Safe
Flexible and remote-friendly work arrangements
3 weeks of vacation
6 additional paid seasonal days off per year
Extended health, dental, health or lifestyle spending, and counseling benefits from day 1
Parental Leave Top-Up Program
Bi-annual profit sharing
RRSP/TFSA matching program
Complimentary parking
Bike storage