Talent Business Partner Director

Snyk•Boston, MA

8d•$170,000 - $215,000

About The Position

Software is being rewritten in real time. AI agents are starting to write more code than humans do, at a speed no security team has ever had to match, and that single shift is opening up the biggest opportunity our industry has seen in a decade. We're not bracing for it, we're building the company that owns it. Snyk is building the next generation security platform where security isn't a set of tools people operate. It's a team of security agents working alongside your engineers, finding, fixing, and governing risk at the speed software is now built. These agents work alongside both the company build and the agents they adopt. Security stops being a queue of work waiting for people, and becomes a coordinated workforce companies direct and trust. We're looking for an experienced Talent Business Partner Director (HRBP) to serve as the strategic people partner to Snyk's global R&D organization - our engineering, product, and design teams building the developer security platform that protects millions of developers. You'll sit at the table with senior R&D leaders as a trusted advisor on talent strategy, org design, and how we build and scale high-performing technical teams, while staying close enough to the day-to-day to coach managers and unblock real issues as they come up. This role currently operates as an individual contributor with the opportunity to build and lead a team as R&D's people needs grow.

Requirements

10+ years of progressive HR/People experience, including several years supporting Engineering, Product, R&D, or another technical organization, ideally in a high-growth software or security company.
A track record of partnering directly with senior (VP/C-level) technical leaders as a trusted advisor, not just an execution partner.
Strong experience with organizational design and scaling - you have a real point of view on how to structure technical teams as they grow, and you've been in the room for reorgs, not just briefed on them afterward.
Sound, consistent judgment on sensitive employee relations matters, with working knowledge of employment practices across multiple countries (Snyk's R&D org spans the US, UK, Israel, Romania, and beyond).
A genuinely analytical mindset - you're comfortable pulling apart people data to find the story in it, and you use it to influence decisions rather than just report on them.
The ability to operate at multiple altitudes in the same day: advising a VP on succession planning in the morning, coaching a first-time manager through a hard conversation in the afternoon.
Excellent written and verbal communication skills, with the judgment to know when a message needs polish and when it needs to be direct and human.
Experience building or scaling people programs in a fast-paced, ambiguous environment - you're energized by building the plane while flying it, not just running a mature playbook.

Nice To Haves

Experience mentoring more junior colleagues across the people organization.
SHRM, HRCI, CIPD or equivalent HR certification.
Have implemented AI into your daily work life.

Responsibilities

Acting as a strategic thought partner to R&D's senior leadership, including VP and C-level stakeholders, on org design, workforce planning, and the people strategy that supports Snyk's product and engineering roadmap.
Coaching and developing engineering and product managers at every level - from first-time managers to senior leaders - on team building, performance, and difficult conversations.
Partnering with R&D leadership on organizational design, team scaling, and restructuring, bringing a clear point of view on how technical orgs should be structured to move fast without losing cohesion.
Leading complex or sensitive employee relations matters within R&D, exercising sound judgment and maintaining in-depth knowledge of the legal and regulatory considerations across the regions where our R&D teams sit.
Using people data and workforce analytics to spot trends across the R&D org - attrition, engagement, promotion velocity - and turning those insights into concrete recommendations for leadership.
Driving R&D's participation in company-wide talent programs, including talent calibration, compensation reviews, and performance cycles, adapting the process where needed for a technical, global workforce.
Identifying and developing high-potential talent within R&D, and partnering with Talent Acquisition on critical technical hiring and succession planning for key roles.
Partnering cross-functionally with Total Rewards, Talent Acquisition, Learning & Growth, and People Operations to make sure R&D's people programs are cohesive with the broader Snyk people strategy.
Mentoring other members of the People team and contributing a strong point of view to how the wider People function evolves as Snyk scales.