Senior Manager, People Partner

Sr. Manager, People Partner

Location: Palo Alto, CA (Rubrik HQ)

About the Team & Role

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.

What You'll Do

People Leadership & Team Management

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.

Business Strategy & Stakeholder Focus

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.

Scaling, AI Adoption & Individual Excellence

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.

Experience You'll Need

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.

Preferred Qualifications

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.

#LI-Hybrid

The minimum and maximum base salaries for this role are posted below; additionally, the role is eligible for bonus potential, equity and benefits. The range displayed reflects the minimum and maximum target for new hire salaries for the role based on U.S. location. Within the range, the salary offered will be determined by work location and additional factors, including job-related skills, experience, and relevant education or training.

US Pay Range

$180,600—$271,000 USD

Join Us in Securing and Accelerating the World's AI Transformation

Rubrik (RBRK), the Security and AI Operations Company, leads at the intersection of data protection, cyber resilience, and enterprise AI acceleration. Rubrik Security Cloud delivers complete cyber resilience by securing, monitoring, and recovering data, identities, and workloads across clouds. Rubrik Agent Cloud accelerates trusted AI agent deployments at scale by monitoring and auditing agentic actions, enforcing real-time guardrails, fine-tuning for accuracy and undoing agentic mistakes.

Linkedin | X (formerly Twitter) | Instagram | Rubrik.com

Inclusion @ Rubrik

At Rubrik, we are dedicated to fostering a culture where people from all backgrounds are valued, feel they belong, and believe they can succeed. Our commitment to inclusion is at the heart of our mission to secure the world’s data.

Our goal is to hire and promote the best talent, regardless of background. We continually review our hiring practices to ensure fairness and strive to create an environment where every employee has equal access to opportunities for growth and excellence. We believe in empowering everyone to bring their authentic selves to work and achieve their fullest potential.

Our inclusion strategy focuses on three core areas of our business and culture:

Our Company: We are committed to building a merit-based organization that offers equal access to growth and success for all employees globally. Your potential is limitless here.

Our Culture: We strive to create an inclusive atmosphere where individuals from all backgrounds feel a strong sense of belonging, can thrive, and do their best work. Your contributions help us innovate and break boundaries.

Our Communities: We are dedicated to expanding our engagement with the communities we operate in, creating opportunities for underrepresented talent and driving greater innovation for our clients. Your impact extends beyond Rubrik, contributing to safer and stronger communities.

Equal Opportunity Employer/Veterans/Disabled

Rubrik is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.

Rubrik provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Rubrik complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please contact us at [email protected] if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

EEO IS THE LAW

NOTIFICATION OF EMPLOYEE RIGHTS UNDER FEDERAL LABOR LAWS