Sr HR Business Partner

In this role, you will be the strategic architect of the talent strategy for the X organization, partnering directly with senior leaders to move the real world.

You will navigate the high-stakes environment of a global X 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.

• Minimum 6+ years of experience as an HR Business Partner
• Minimum 12+ years of professional experience in HR related functions or Business Partner roles
• Bachelor's degree or equivalent practical experience.

• 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.