Senior Manager, Talent Strategy and HR Business Partnerships

About the role

You will own the design and execution of scalable talent strategies that directly support HackerOne's business objectives and reinforce the company's position as a leader in Continuous Threat Exposure Management. In this capacity, you will translate the complex realities of the security industry into practical people programs that drive organizational effectiveness and leadership impact. You will own the end-to-end management of key talent initiatives, ensuring alignment between workforce capabilities and the evolving needs of the business. This role requires you to own the development of high-performing teams by embedding best-in-class practices in performance management, succession planning, and organizational design. You will own the responsibility of guiding leaders through periods of significant change with clarity, consistency, and a focus on sustainable outcomes. Ultimately, you will own the strategic partnership with business leaders to ensure that talent strategy is not a separate function but a core driver of execution and business results.

Key facts

What you'll do

• Architect and implement scalable talent strategies that align workforce capabilities with the strategic goals of HackerOne's global threat exposure management mission.
• Partner with executive leadership to diagnose organizational needs and develop evidence-based talent solutions that drive measurable improvements in business performance.
• Design and deploy structures for performance management that clarify expectations, enable accountability, and support high performance across security-focused teams.
• Lead complex organizational design and transformation initiatives, ensuring that changes in structure and process support the company's growth and innovation objectives.
• Build and maintain a robust succession planning framework to identify, develop, and prepare current and future leaders for critical roles within the business.
• Drive the implementation of data-informed workforce planning practices that anticipate future talent needs and mitigate risks associated with key attrition or skill gaps.
• Serve as a strategic advisor to business leaders, translating complex people data and HR concepts into clear recommendations that support confident decision-making.
• Lead targeted leadership development programs that build the capabilities required to navigate the fast-paced and evolving security landscape.
• Apply first principles problem-solving to deconstruct complex organizational challenges and design streamlined, effective people processes and systems.
• Champion an AI-first mindset within the talent function, exploring and integrating emerging technologies that enhance efficiency and insights in talent management.
• Build and mentor a high-performing team of Talent Strategy Partners, fostering a culture of continuous learning, collaboration, and ownership.
• Partner with cross-functional teams to ensure that talent strategies are integrated with broader business initiatives and technology roadmaps.
• Utilize qualitative and quantitative data to assess organizational health, identify trends, and recommend actions that improve employee and manager experiences.
• Own the governance of key talent programs, ensuring consistent application of policies and practices across the organization while allowing for necessary local adaptation.
• Act as a thought partner in M&A or significant business restructuring scenarios, assessing talent risks and opportunities and integrating people processes effectively.

Requirements

• Bachelor's degree in Human Resources, Business, Psychology, or a related field or equivalent work experience.
• Minimum of eight years of relevant experience in human resources, talent management, or a related field with a demonstrated track record of driving business impact.
• Minimum of eight years of experience partnering with senior leaders and influencing at the executive level in a complex, matrixed environment.
• Minimum of eight years of experience managing and developing teams, including experience building and mentoring direct reports.
• Minimum of eight years of experience using data and analytics to inform talent decisions and demonstrate the business value of HR initiatives.
• Minimum of eight years of experience navigating complex organizational change and leading transformation efforts in a fast-paced, growth-stage environment.
• Demonstrated ability to operate effectively in an ambiguous, dynamic, and rapidly changing business environment.
• Exceptional written and verbal communication skills, with the ability to synthesize complex information and present clear, actionable recommendations to senior executives.

Practical notes

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