Overview As Global HR Business Partner for R&D, you partner with the Chief Product Officer and R&D leadership to shape the people and org agenda across a global, fast-growing function. You'll translate business strategy into talent and organization design, performance, and leadership capability plans, driving cross-regional alignment while respecting local practices. This role blends high-level strategic shaping with hands-on execution to build a cohesive, scalable R&D organization. You will influence priority decisions and help turn strategy into concrete actions that elevate performance and growth.
Responsibilities- Own the global people agenda for R&D and partner with CPO on organization design, workforce planning, talent strategy, and leadership development.
- Operate as a member of the R&D leadership team with a business-driven HR perspective.
- Lead end-to-end performance management and employee relations, including diagnostics, feedback, and resolution with regional support as needed.
- Shape future organization structure, spans and layers, capabilities, and talent investments (build/buy/develop/reorganize).
- Coach executives and managers to improve growth, team effectiveness, and decision quality.
- Help build and continuously improve global People programs (performance, onboarding, manager enablement, talent reviews).
- Translate strategy into execution by breaking complex problems into workstreams and delivering plans.
- Coordinate with regional People leaders to maintain a cohesive global approach respecting local differences.
- Collaborate with Talent Acquisition, Compensation, People Operations and regional teams to connect talent, rewards, systems and employee experience.
Key requirements- Significant experience as a senior HR Business Partner or People Partner, ideally supporting Engineering, Product, or R&D.
- Proven track record as a strategic thinker and trusted advisor to senior executives.
- Deep expertise in organization design, talent strategy, performance management, and leadership development.
- Experience owning performance and employee relations issues from diagnosis to resolution.
- Experience in high-growth or transformation environments with evolving processes and roles.
- Strong project management mindset and ability to convert strategy into action.
- Ability to connect talent issues to organization design, compensation, leadership, and hiring.
- Meaningful global experience with the ability to drive a global agenda through regional teams.
- strong business curiosity
- clear judgment and confidence to challenge senior leaders
- ability to work without ego
- organization design
- talent strategy
- performance management
