Staff People Partner, Corporate Functions

Databricks•Mountain View, CA

1d•$151,200 - $231,000

About The Position

Databricks is seeking a Staff People Partner to join its Corporate Functions People Partner team. The role acts as a trusted advisor to senior leaders, guiding organizational transformation, talent strategy, and the development of high-performing teams during a period of significant company growth and increasing complexity. People Partners translate enterprise people strategy into action for their client groups, deliver core talent programs, provide organizational and talent insights, and coach leaders through important decisions and transitions. The Staff People Partner will work closely with a focused set of leaders and organizations. The role connects People strategy with business objectives, translates enterprise initiatives into strategies for client groups, and provides feedback between the business and the People organization. It owns delivery of people programs such as performance reviews, compensation planning, talent reviews, and culture survey action planning, coordinating with Centers of Excellence and People Operations. The position uses people data, survey results, attrition trends, qualitative feedback, and cross-functional signals to assess organizational health and advise leaders on talent risks, succession, and organizational design. It also develops and improves dashboards and creates AI-enabled solutions and repeatable workflows to scale analysis and insights. The role coaches VP+ leaders on organizational decisions, team dynamics, performance, inclusive leadership, and change, and partners with Employee Relations and Employment Legal on sensitive situations.

Requirements

At least 7 years of progressive HR/People experience, including meaningful experience as a strategic business partner (HRBP or equivalent) in a fast-paced, hyper-growth technology environment.
Demonstrated experience directly supporting and influencing VP+ and executive-level leaders on talent strategy, organizational design, and leadership effectiveness.
Track record of owning and delivering complex People programs end-to-end, such as performance cycles, compensation planning, talent reviews, and organizational restructures.
Ability to connect business strategy to people strategy and explain how organizational decisions affect business outcomes.
Experience operating across multiple People sub-functions, including Compensation, Talent Acquisition, L&D, and Employee Relations, and coordinating their work.
Comfort with ambiguity and ability to make sound decisions when the path forward is not fully defined.
Strong analytical instincts and ability to use quantitative metrics and qualitative insights to tell a compelling story.
Experience identifying organizational health signals, such as attrition patterns, engagement trends, and succession risks, and translating them into actionable recommendations.
Familiarity with People analytics tools and dashboards.
Demonstrated success coaching senior leaders (VP+) on leadership effectiveness, team health, and organizational complexity.
Strong executive presence, ability to offer candid perspectives, and ability to build trust quickly with senior leaders.
Emotional intelligence and sound judgment in sensitive situations.
Bias for action and ability to move forward in an evolving environment without perfect information.
Collaborative working style, including sharing insights, resources, and approaches across the People Partner team.
Humility, curiosity, receptiveness to feedback, and adaptability.
Interest in using AI tools to work more effectively and an AI-builder mindset for scaling impact.

Nice To Haves

Curiosity about AI-powered tools and willingness to learn and adopt them.

Responsibilities

Connect the People strategy with the business objectives of assigned client groups.
Translate enterprise-wide people initiatives into localized strategies for leaders and teams.
Provide feedback between the business and the People organization, surfacing what is working, what is not, and what is needed.
Help leaders understand and engage with the People team's operating model, including People Generalists, Employee Relations, and Centers of Excellence.
Own end-to-end delivery of core People programs, including performance review cycles, compensation planning, talent reviews, and culture survey action planning.
Manage program timelines, stakeholder alignment, and cross-functional dependencies.
Partner with Centers of Excellence and People Operations to deliver programs effectively and maintain feedback loops.
Identify opportunities to streamline, automate, or improve how programs are delivered to client groups.
Use people-system data, culture surveys, attrition trends, and other sources to assess organizational health.
Combine quantitative data with qualitative insights from 1:1s, skip-levels, and cross-functional signals to inform a complete organizational picture.
Surface talent risks, succession gaps, and organizational design opportunities proactively.
Partner with Workforce Intelligence to develop and refine dashboards and insights for client groups.
Design and implement AI-enabled solutions and repeatable workflows that scale analysis and insights for client groups and the People Partner team.
Coach and advise VP+ leaders on organizational decisions, team dynamics, and leadership challenges.
Coach leaders on talent standards, performance management, and building inclusive, high-performing teams.
Support leaders through organizational redesigns, leadership transitions, and shifts in business strategy.
Partner with Employee Relations and Employment Legal on sensitive situations and appropriate escalation.
Coordinate across People sub-functions, including Compensation, Talent Acquisition, and L&D, to deliver cohesive solutions.
Share insights, resources, and approaches across the People Partner team.