HR Business Partner
Confirmed on the employer's own hiring board on Oct 15, 2026. First seen by Alion on Sep 8, 2026. NetApp scores A on the Alion truth index.
Job Summary
NetApp is seeking a strategic, commercially minded HR Business Partner to support our Commercial, Partners & Ecosystems (CPE) organization. In this role, you will serve as a trusted advisor to the SVP and senior leadership team, shaping people and organizational strategies that accelerate growth, strengthen leadership effectiveness, and enable transformational change.
The CPE organization is central to NetApp's long-term growth strategy as we evolve our partner ecosystem, scale strategic alliances, expand routes to market, and enhance NetApp’s Commercial segment strategy and execution. This role will represent HR on the Global Partner Leadership team and partner directly with executives and to ensure the organization has the leadership, talent, capabilities, structure, and culture required to deliver its strategy today and prepare for what comes next.
This is a hybrid role in San Jose, CA or Seattle, WA.
What You'll Do
- Serve as a strategic advisor to senior leaders by translating business priorities into people strategies that improve organizational effectiveness, workforce planning, talent strategy, transformation, and execution.
- Facilitate senior leadership team effectiveness through improved alignment, decision quality, accountability, role clarity, and team dynamics.
- Lead organizational transformation efforts, including operating model shifts, redesigns, capability modernization, workforce evolution, and change strategies that improve agility, effectiveness, and business performance.
- Lead workforce planning and organization design efforts with the CPE organization and the Partner roles in the field to optimize structure, roles, spans, decision making, analytics, and scalable models to support current priorities and future growth.
- Coach senior leaders to maximize their impact, alignment, and decision effectiveness, strengthening leadership performance, organizational health, and the quality of critical talent decisions.
- Design talent and succession strategies that strengthen leadership depth, accelerate development of critical capabilities, and build the skills required to support long-term business strategy and organizational success.
- Shape and steward a high-performance culture by holding leaders accountable for behaviors, talent decisions, and organizational practices that align with company values and performance expectations.
- Synthesize people data, business performance indicators, workforce trends, and external market intelligence into actionable insights that influence executive decisions, mitigate risk, and drive sustainable business outcomes.
- Act as the integrator across the business, HR COEs, and key stakeholder groups, connecting business priorities with the right expertise and ensuring coordinated, high-impact solutions.
- Influence outcomes beyond the immediate client organization through enterprise thinking, cross-functional partnership, and contribution to broader HR and strategic workforce priorities.
Required Experience
- 12+ years of progressive HR Business Partner
- Experience partnering directly with VP and SVP-level leaders.
- Demonstrated success leading large-scale business and culture transformation, organizational redesign, or operating model change initiatives.
- Proven experience influencing executive decisions in complex and fast-paced environments.
- Strong track record of translating business strategy into measurable people outcomes.
- Experience supporting global, matrixed organizations across multiple geographies and cultures.
Compensation:
The target salary range for this position is 170,000 - 218,500 USD. The salary offered will be determined by the candidate's location, qualifications, experience, and education and may be outside of this range. Final compensation packages are competitive and in line with industry standards, reflecting a variety of factors, and include a comprehensive benefits package. This may cover Health Insurance, Life Insurance, Retirement or Pension Plans, Paid Time Off, various Leave options, Performance-Based Incentives, employee stock purchase plan, and/or restricted stocks (RSU’s), with all offerings subject to regional variations and governed by local laws, regulations, and company policies. Benefits may vary by country and region, and further details will be provided as part of the recruitment process.