Technology Human Resources Business Partner

Dodge & Cox is investing in the future of its Technology organization. As the firm continues to build and develop its technology capabilities, we are strengthening how we attract, develop, and support our people; deepening leadership, performance management, and team development practices to meet the demands of an evolving technology landscape.

To support this work, we are looking to hire a Human Resources Business Partner (HRBP). The HRBP will serve as the primary people partner to the Chief Technology Officer and the Technology leadership team, with responsibility for talent strategy, organizational design, performance management practices, leadership development, employee relations, and the cultural integration of an evolving employee population across multiple locations.

This is a hands-on, strategic, and highly visible role. The HRBP will work alongside Technology leadership to translate the technology team development roadmap into concrete people outcomes, while partnering closely with the broader Human Capital, Recruiting, Legal, and Compliance teams. The role reports to the Director of Human Capital & Administration.

• Serve as the trusted Human Capital advisor to the Chief Technology Officer and Technology leadership team on all people matters.

• Partner on team design, role architecture, workforce planning, and recruiting.

• Translate the Technology strategy into clear, measurable people priorities, and report progress against a defined scorecard.

• Anticipate organizational risks, continuity, culture, capability, and compliance, and proactively shape interventions.

• Apply structured change management practices to support the multi-year Technology Team strategic plan, including stakeholder communication, manager enablement, and adoption planning.

• Use people data (attrition, engagement, hiring funnel, span of control, internal mobility)to identify risks, surface insights, and inform leadership decisions.

• Build feedback mechanisms that allow the firm to learn quickly and adapt as the Technology organization evolves.

• Partner with the Recruiting team and external search partners on the hiring strategy.

• Support hiring managers on interview design, candidate assessment, and inclusive hiring practices.

• Co-own the onboarding program for new Technology hires, including mentor pairing, milestone check-ins, and early-tenure feedback loops.

• Support deliberate knowledge transfer when contractor scopes transition to employee roles, ensuring documentation, pair-working, and runbook standards are met.

• Shape and steward a structured management development program for Technology managers — built in-house or in partnership with external providers — covering team development, performance conversations, delegation, feedback, and operating rhythms.

• Lead an annual team health assessment including qualitative 360 feedback from stakeholders and peers and partner with leaders to act on results.

• Coach Technology managers and senior individual contributors on difficult conversations, conflict resolution, and team effectiveness.

• Support succession planning and high-potential development across the Technology organization.

• Partner with Technology leaders on the performance review cycle.

• Coach and train managers on effective feedback delivery, performance documentation, and the day-to-day practices that support fair and well-supported performance decisions.

• Advise managers on navigating complex performance situations, in partnership with senior Human Capital leadership and Legal.

• Help shape and operate the job architecture for Technology roles, including leveling, scope, and competency frameworks.

• Serve as a senior point of contact for sensitive employee relations matters within the Technology organization, exercising sound judgment and discretion.

• Advise managers on policy interpretation, conflict resolution, and employee concerns.

• Identify themes and patterns in employee relations matters and recommend systemic improvements.

• Champion the Dodge & Cox culture within the Technology organization, helping leaders translate the firm's values — including collaboration and team decision-making, individual accountability, and continuous improvement — into everyday team practices and decisions.

• Design team-building, on-site, and connection rituals that preserve Dodge & Cox culture across locations.

• Ten or more years of Human Resources experience, with at least five years in an HR Business Partner or equivalent strategic HR role.

• Demonstrated experience partnering with technology, engineering, or product leadership in a complex, knowledge-intensive organization.

• Track record of leading meaningful organizational change—workforce model shifts, geographic expansions, or comparable transformations.

• Deep working knowledge of performance management, job architecture, talent calibration, and employee relations.

• Strong coaching and influencing skills, with the credibility and judgment to advise senior leaders and challenge thoughtfully.

• Comfort using people data and analytics to inform decisions and tell a clear story to leadership.

• Sound understanding of employment law and HR compliance, including multi-state considerations.

• Excellent written and verbal communication; ability to operate with discretion and handle highly sensitive information.

• Bachelor’s degree or equivalent professional experience.

• Genuine energy and passion for people, talent development, and helping individuals and teams grow.

• Strong ownership mindset, with the drive and accountability to see meaningful work through from idea to impact.

• Genuinely collaborative working style, with the ability to build trust and operate effectively across functions, levels, and locations.

• Sound judgment and discretion, with a track record of handling sensitive information and complex interpersonal situations with care.

• Intellectual curiosity and a willingness to learn the business—including the technology domain—deeply enough to be a credible partner to leaders.

• Comfort operating with ambiguity and building from the ground up, with a bias toward action and follow-through.

• Adaptable and resilient, with the ability to navigate shifting priorities and changing circumstances while maintaining focus on what matters most.

• Demonstrated ability to influence and coach senior leaders without formal authority, including the willingness to challenge respectfully.

• Experience in financial services, asset management, or another highly regulated industry.

• Familiarity with technology talent markets in the San Francisco Bay Area and Boston.

• Experience supporting AI, cloud, data, or platform engineering teams.

• SHRM-SCP, SPHR, or comparable Human Resources certification.

The salary range for this position is $165-190k.

The listed pay scale denotes only the pay range of the base salary and does not include discretionary bonus compensation, which may make up an important portion of the total remuneration.  Dodge & Cox encourages applicants to consider the value of the many competitive benefits it offers, including coverage of 100% of all healthcare premiums for employees and their families and fully funding a retirement plan at 25% of the total compensation to the IRS limit. 

The job description above is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. It is the Company’s policy to provide equal opportunity to all persons without regard to race, color, religion, sex, pregnancy, marital or domestic partner status, sexual orientation, gender identity or expression, age, ancestry, national origin, disability, or medical condition, as defined in state and federal laws.  This policy covers all aspects of employment including, but not limited to, recruitment, selection, training, promotion, transfer, compensation, demotion, and termination. By applying for a position with Dodge & Cox, you acknowledge that you have read our EEO Policy

All Dodge & Cox employees must adhere to the Firm’s security policies and Code of Ethics. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.