Global People Business Partner - R&D

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 curiosityclear judgment and confidence to challenge senior leadersability to work without egoorganization designtalent strategyperformance management