Sr. HR Business Partner

About the role and team

In this role, you will be the strategic architect of the talent strategy for the organization, partnering directly with senior leaders to move the real world. You will navigate the high-stakes environment of a global organization, managing a team of HRBPs while balancing complex organizational needs like mergers, acquisitions, and cultural integration.

This isn’t about maintaining the status quo; it’s about having the grit to drive change in a fast-paced, ambiguous environment where engineering and people strategies collide. You will need to be a trusted advisor who can stay calm under pressure, making difficult calls on organizational design and performance to ensure our teams are built to scale and excel.

What you’ll do

• Partner with senior leaders as a consultant to anticipate future business needs and potential talent challenges. Lead a team of HR Business Partners to execute core people programs, including talent assessments, organizational planning, and succession strategies.
• Navigate the complexities of mergers and acquisitions, owning the long-term cultural and team integration efforts.
• Collaborate cross-functionally with central People teams to design and implement custom interventions that solve unique business problems.
• Act as a steward of Uber’s cultural values, driving initiatives that champion diversity, inclusion, and a thriving team environment.
• Improve organizational efficiency by analyzing team structures, governance, and external factors to implement high-impact changes.

What you’ll need

• Minimum 12 years of professional experience in HR related functions or Business Partner roles. Master or Bachelor's degree or equivalent practical experience.
• Experience managing and developing a team of HR professionals. Proven experience supporting rapidly growing technical or engineering organizations.
• Demonstrated expertise leading human resources through mergers and acquisitions and long-term integration.
• Strong analytical capability with experience using data to drive people-related decisions and organizational design. Excellent influencing skills with the ability to navigate tension and build trust across all levels of a global organization.
• Deep understanding of global HR programs, including compensation, performance management, and employment law.