Sr. HR Business Partner - EPD

New Relic•Portland, OR

1d•$131,000 - $164,000•Remote

About The Position

We are seeking an exceptionally strategic, business-minded Senior HR Business Partner (Sr. HRBP) to join our Global HRBP team supporting our Engineering, Product, and Design (EPD) organization. In this US-based remote role, you will hold a dual mandate: serving as a key Strategic Business Partner to EPD Executive Leadership (VP+) globally, while also acting as the Regional HRBP for North America. You are much more than an HR functional leader; you possess deep technology and SaaS business acumen, understanding product release lifecycles, team topologies, and global product execution. Our core EPD organization is anchored across three primary global hubs in the United States, Spain, and India. In this dual-impact role, you will align overall global EPD business priorities with North American regional execution, driving organizational design, multi-quarter workforce planning, and talent strategies that scale.

Requirements

7+ years of progressive HR experience, with a proven track record as a Sr. HR Business Partner directly supporting Engineering, Product, Design, or core technical functions within a fast-paced environment.
Demonstrated experience supporting global engineering footprint models anchored across key international hubs (US, Europe, APAC/India).
Extensive experience coaching executive leadership, facilitating leadership team effectiveness, and managing complex employee relations in fast-paced tech environments.
Fluent in tech and SaaS concepts; able to hold high-credibility conversations with Engineering VPs, Product Directors, and UX leaders regarding technical execution, team structures, and product scale.
Proven capability in driving alignment across multi-country organizational matrix structures (US, India, Spain), balancing global consistency with regional execution.
Exceptional skill in stepping back from day-to-day operations to view organizational challenges holistically, solving complex problems through business-first HR solutioning.
Skilled in interpreting HR metrics, workforce planning inputs, and financial data to build compelling business cases and guide executive talent investments.
A results-oriented self-starter who thrives in ambiguity, operates with high accountability, and manages multi-layered projects across a matrixed organization.
Remote, based within the United States.
In compliance with applicable law, all persons hired will be required to verify identity and eligibility to work and to complete employment eligibility verification.
A criminal background check is required to join New Relic.
Candidates are evaluated based on qualifications, regardless of race, religion, ethnicity, national origin, sex, sexual orientation, gender expression or identity, age, disability, neurodiversity, veteran or marital status, political viewpoint, or other legally protected characteristics.

Nice To Haves

Degree in Human Resources, Business Administration, Computer Science, or a related field.
Professional HR certification (e.g., SHRM-SCP, SPHR, PHR).
Prior experience scaling engineering and product teams within cloud infrastructure, observability, or enterprise SaaS verticals.

Responsibilities

Serve as a trusted advisor, strategic thinker, and executive coach to EPD leaders (VP+), translating engineering roadmaps and product priorities directly into high-impact talent strategies.
Diagnose business and structural challenges to design scalable team topologies, agile operating models, and resource allocation structures that optimize engineering velocity and cross-functional collaboration.
Utilize workforce analytics and tech market dynamics to lead multi-quarter headcount planning, skill-gap analysis, succession modeling, and talent density strategies across global tech hubs.
Lead cross-functional change management initiatives across global locations, ensuring structural, process, or leadership shifts are implemented with high trust, absolute clarity, and minimal disruption to engineering deliverables.
Leverage workforce metrics (attrition, engagement, performance calibration, talent mobility) to identify root causes, diagnose organizational risk, and deliver proactive, measurable business solutions.
Act as the primary regional point of contact to translate global EPD priorities into local impact.
Apply a robust working knowledge of employment compliance as a strategic tool to anticipate business continuity risks and proactively close gaps, relying on our established COEs for operational execution.
Partner closely with our dedicated Employee Relations and Compliance COEs to serve the business.
Act as a critical bridge between leadership and these specialized functions, ensuring complex matters are navigated effectively while maintaining a focus on organizational health and continuity rather than direct ER ownership.
Partner extensively with People Team COEs (Total Rewards, Talent Acquisition, Talent Development, People Ops), FP&A, and Legal to design, deliver, and iterate integrated regional people solutions.
Champion New Relic’s culture and AI strategies, facilitating leadership accountability, targeted retention initiatives, and high-trust work environments.