Sr. HR Business Partner, Security and Identity

Rubrik Job Board • Palo Alto, CA

6d

About The Position

Rubrik is seeking a seasoned, global Sr. HR Business Partner to support senior leaders across our Security & Identity business, spanning Product, Engineering, and Go-to-Market functions. This role is built for a high-impact HR leader who thrives in complexity, operates with enterprise perspective, and moves fluidly between strategy and execution.
As a trusted advisor to senior leaders, you will shape and deliver people strategies that accelerate business outcomes—translating business priorities into pragmatic, scalable, and high-impact people solutions. You will play a critical role in scaling the organization, integrating acquisitions, strengthening leadership capability, and evolving the operating model, while fostering a high-performance, inclusive culture.
This role requires strong systems thinking, sound judgment, and the ability to operate effectively across regions, cultures, and time zones in a fast-paced, high-growth environment.

Requirements

• Education & Professional Experience: Bachelor’s degree in Business, Human Resources, or a related field with 10+ years of progressive HR experience, or a Master’s degree in Business, HR, or related field with 8+ years of progressive HR experience.
• HR Business Partnership: 3+ years of directly applicable HR business partner experience.
• Global & Cross-Functional Leadership: Proven experience supporting complex, matrixed, and multi-regional organizations.
• M&A: Proven experience leading full M&A lifecycle, including diligence, integration planning, and post-close integration efforts.

Nice To Haves

• Master of Business Administration, Master’s Degree in Human Resources or related field.
• 5+ years of HR business partner experience within high-growth or technology companies.

Responsibilities

• People Strategy & Business Partnership: Partner closely with senior leaders and global HR colleagues to define and execute a cohesive people strategy aligned with business priorities. Translate business strategy into actionable people plans that drive growth, execution, and organizational effectiveness.
• Organization Design & Operating Model: Lead organization design, workforce planning, and operating model evolution in alignment with business strategy. Enable structural and model changes that improve clarity, speed, accountability, and scalability.
• Leadership Development: Design and deploy targeted leadership interventions that elevate performance and effectiveness. Influence leadership and succession decisions and build leadership capability to support both current and future business needs.
• Talent Management: Shape critical talent decisions and implement talent strategies that build capabilities, strengthen pipelines, and sustain long-term success.
• M&A: Lead HR strategy across the full M&A lifecycle, including diligence, integration planning, and post-close integration. Drive rapid, disciplined integrations that align culture, talent, structure, and systems while minimizing disruption and maximizing value creation.
• Change Management: Lead enterprise and business-specific change initiatives tied to new organizational structures, ways of working, and leadership models, ensuring adoption, engagement and sustained impact.
• Program Design & Execution: Design, scale, and implement global HR programs in partnership with the broader People team and Centers of Excellence. Deliver integrated solutions that leverage the full breadth of HR capabilities.
• Organizational Effectiveness & Culture: Leverage people analytics and insights to diagnose organizational health, identify trends, and drive data-backed decisions.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level