Senior Manager, People Partner

Location: Palo Alto, CA (Rubrik HQ)

Rubrik's People Partnering team sits at the intersection of business strategy and employee experience, working across all business functions to help managers lead with confidence and Rubrikans do the best work of their careers. As Sr. Manager, People Partner, you will lead a global team of People Partners and partner with COEs and the team to ensure we establish an operating rhythm. You will set the cultural and operational bar - coaching both your team and Rubrik's people leaders through performance, change, and growth, while fostering an environment of psychological safety and high team cohesion.

• Lead, Coach, and Develop: Direct, mentor, and inspire a global team of approximately 8 People Partners, establishing a high-performing culture rooted in psychological safety, career development, and strong team cohesion. Actively drive the continuous growth of your team's People Partnering capabilities while deepening their functional domain subject matter expertise to ensure they serve as sophisticated, strategic advisors to the business.
• Cultivate Leadership Enthusiasm: Demonstrate a genuine passion for people management, actively guiding the team through varied, highly complex day-to-day cases and employee relations scenarios.
• Guide SME Excellence: Serve as the ultimate escalation point and subject matter expert (SME) for complex Employee Relations (ER) investigations and policy interpretations, balancing organizational risk with an exceptional employee experience.

• Strategic Roadmapping: Own the end-to-end people partnering strategy and roadmap for large, dynamic client groups (e.g. GTM, G&A, Engineering and Product etc), aligning closely with senior business leaders and HR Business Partners to execute business-specific people plans.
• Coaching: Act as a trusted advisor to leaders and people managers, coaching them through organizational health, employee engagement, complex macro-change management, and cross-cultural team dynamics.
• Proactive COE Alignment: Take a proactive program management lens to build deep, bidirectional partnerships with Centers of Excellence (Total Rewards, Talent Acquisition, and Talent & Development,) to design and deliver unified initiatives rather than executing downstream hand-downs.

• Build Person-Agnostic Frameworks: Institutionalize a scaling mindset across the function by designing, building, and maintaining robust process documentation, playbooks, and standardized frameworks to replace "in-the-moment" transactional resolution.
• Drive AI Adoption at Scale: Proactively identify, design, and operationalize AI-enabled tools, workflows, and programs to modernize HR delivery and improve team productivity.
• Lifecycle Execution: Independently oversee and scale the delivery of annual cross-functional people programs (including performance enablement, talent reviews, compensation calibration, and succession planning) across global matrixed business units.
• Risk Mitigation & Efficiency: Spot operational friction and identify bodies of work that can be transitioned to centralized People Services teams for maximized scale. Proactively mitigate HR compliance and legal risks across multiple global geographies.

• 10+ years of progressive HR experience, with at least 3+ years of dedicated experience directly managing, coaching, and developing a global team of People Partners or HRBPs.
• Deep foundational expertise as an Employee Relations (ER) Subject Matter Expert with a proven track record of handling intricate compliance, investigation, and multi-geographical labor law scenarios.
• Demonstrated experience partnering within a fast-paced, high-growth technology environment.
• Strong program management capabilities, with a history of driving initiatives proactively alongside global COEs.
• Proven track record of driving outcomes, accountability, and cross-functional stakeholder alignment, with the agility to navigate global time zones, matrixed organizations, and virtual relationships.

• Experience scaling a rapidly growing people partnering function through rigorous standardization and playbooking.
• Direct experience leading or participating in an organization's transition toward AI-driven workflows, with specific experience implementing AI tools for internal career pathing or ER analytics.
• Familiarity with foundational enterprise HRIS environments (e.g., Workday) alongside innovative operational efficiency tools.

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