Vice President, People Strategy Partner

Proofpoint•Sunnyvale, CA

About The Position

Proofpoint is a global leader in human- and agent-centric cybersecurity. We protect how people, data, and AI agents connect across email, cloud, and collaboration tools. Over 80 of the Fortune 100, 10,000 large enterprises, and millions of smaller organizations trust Proofpoint to stop threats, prevent data loss, and build resilience across their people and AI workflows. Our mission is simple: safeguard the digital world and empower people to work securely and confidently. Join us in our pursuit to defend data and protect people. At Proofpoint you’ll be part of a global team that breaks barriers to redefine cybersecurity guided by our BRAVE core values: Bold in how we dream and innovate Responsive to feedback, challenges and opportunities Accountable for results and best in class outcomes Visionary in future focused problem-solving Exceptional in execution and impact Vice President, People Strategy Partner Department Overview At Proofpoint, our People team partners closely with the business to build high-performing organizations that enable growth, innovation, and exceptional customer outcomes. We serve as trusted advisors to executive leaders, helping shape organizational strategy, develop talent, strengthen leadership capability, and create an engaging employee experience. We are seeking a Vice President, People Strategy Partner to serve as a trusted advisor to a member of the Executive Leadership Team. This is a highly strategic executive HR leadership role responsible for aligning enterprise people strategies with business priorities, enabling organizational effectiveness, and building leadership capability across a global organization. Role Summary The Vice President, People Strategy Partner serves as the primary strategic HR advisor to an Executive Leadership Team member and their senior leadership team. This executive partners closely with business leaders to shape organizational strategy, lead large-scale transformation, strengthen leadership effectiveness, and ensure the organization has the talent, capabilities, and culture necessary to achieve long-term business objectives. The successful candidate brings exceptional business acumen, executive presence, and the ability to influence at the highest levels of the organization. This leader balances strategic vision with operational execution while serving as a catalyst for organizational performance, leadership excellence, and cultural alignment.

Requirements

Bachelor’s degree in human resources, Business, Organizational Psychology, or a related field required; Master's degree, MBA, or equivalent advanced degree preferred.
15+ years of progressive HR Business Partner, People Strategy, or Human Resources leadership experience, including significant experience partnering with C-suite executives.
Demonstrated success leading people strategy within enterprise software, SaaS, cybersecurity, or other high-growth technology organizations.
Proven executive-level expertise in organizational design, executive coaching, succession planning, leadership development, talent management, and organizational effectiveness.
Experience leading enterprise-wide organizational transformation in rapidly evolving, global business environments.
Strong business and financial acumen with the ability to connect people strategies to measurable business outcomes.
Outstanding executive communication, influence, negotiation, and stakeholder management skills.
Demonstrated ability to influence senior executives, challenge thinking constructively, and build trusted advisory relationships.
Strong analytical capabilities with experience using workforce data and business metrics to drive strategic decisions.
High degree of executive judgment, discretion, and ability to manage highly confidential information.
Demonstrated ability to lead through ambiguity while balancing strategic priorities with operational excellence.

Nice To Haves

Experience leading and developing senior HR leaders and building high-performing People organizations is preferred.

Responsibilities

Serve as the strategic People advisor to an Executive Leadership Team member and senior leadership team.
Develop and execute an integrated people strategy aligned with enterprise priorities, organizational goals, and long-term business strategy.
Partner with executive leaders on organizational design, operating models, workforce planning, and organizational capability to improve business performance.
Coach senior executives on leadership effectiveness, organizational health, executive team dynamics, and talent development.
Lead executive succession planning, talent reviews, leadership assessment, and development strategies.
Partner with Talent Acquisition on executive hiring strategies and long-term workforce planning.
Leverage workforce analytics and business insights to identify trends, recommend solutions, and influence strategic decision-making.
Lead enterprise change management initiatives related to organizational transformation, restructuring, acquisitions, integration, and business evolution.
Partner with Total Rewards to develop competitive compensation strategies, executive rewards, and organizational structures that attract and retain top talent.
Drive performance management practices that strengthen accountability, leadership effectiveness, and organizational outcomes.
Collaborate with Employee Relations, Legal, and Compliance to proactively manage complex organizational and employee matters while minimizing risk.
Champion employee engagement initiatives that reinforce Proofpoint's culture, values, and leadership expectations.
Partner across Talent Management, Total Rewards, Talent Acquisition, People Operations, HR Centers of Excellence, Finance, and executive leadership to deliver integrated people solutions.
Foster an inclusive, high-performing culture where employees can grow, innovate, and deliver exceptional business results.
Provide thought leadership on emerging workforce trends, organizational effectiveness, executive development, and future-of-work strategies.