Requirements:

Required:
• 12+ years of progressive HR experience, with a minimum of 5 years in a senior HR Business Partner or HR leadership role at the Director level or above.
• Demonstrated experience leading and developing geographically distributed HRBP teams in a global, matrixed organization.
• Proven track record of designing and executing global talent management, succession planning, and organizational development programs that delivered measurable business outcomes.
• Deep expertise in organizational design, workforce planning, change management, and executive coaching.
• Experience supporting technology or software companies in high-growth environments, including M&A integration experience.
• Exceptional executive presence and influencing skills — ability to counsel and challenge senior leaders with confidence, credibility, data, and empathy.
• Strong data literacy with the ability to leverage people analytics to diagnose trends, build business cases, and guide strategic decisions.
• Bachelor's degree in Human Resources or Business Administration, or a related field.

Preferred:

• Master's degree or MBA with an HR or Organizational Development focus.
• SHRM-SCP, SPHR, or equivalent senior HR certification.
• Familiarity with HR technology ecosystems including Workday, Lattice, or similar platforms.
• Experience operating within private equity-backed or publicly traded software companies.

Responsibilities:

Strategic HR Leadership & Business Partnership

• Serve as a trusted executive advisor to senior business leaders across Perforce's global business units, providing counsel on organizational effectiveness, workforce strategy, and people-related risks.

• Translate business strategy into integrated HR programs, aligning talent acquisition pipelines, leadership development, succession planning, and retention strategies to organizational goals on a global scale.

• Partner with the CPO and C-suite to design and implement enterprise-wide people strategies that support Perforce's growth trajectory, M&A activity, and evolving organizational structure maturation.

• Lead executive-level organizational design and restructuring initiatives, ensuring structural alignment with business priorities while minimizing disruption and maximizing employee experience, standardizing span of control globally.

Global HRBP Team Leadership & Development

• Lead, mentor, and develop a high-performing team of regional and strategic HR Business Partners, setting clear direction, performance expectations, and professional growth plans.

• Establish a consistent HRBP operating model and governance framework across all regions, ensuring unified execution of global HR programs with appropriate local adaptation.

• Build and sustain cross-functional partnerships with Centers of Excellence (CoEs) including Talent Acquisition, Total Rewards, L&D, Communications & Culture, and HR Operations to deliver integrated people solutions.

Global Talent Management & Organizational Development

• Own the global talent management strategy and execution, including talent reviews, succession planning, high-potential identification, and leadership pipeline development.

• Design and lead organizational development initiatives including change management programs, messaging, and resources to support evolving business needs.

• Champion Perforce's performance management philosophy, driving continuous improvement and calibration processes that build a high-performance culture grounded in accountability and growth.

• Lead workforce planning and organizational analytics, leveraging people data and insights to anticipate talent gaps, inform headcount decisions, and drive proactive talent strategies.

• Oversee career architecture, role clarity, and competency framework development to support internal mobility and scalable growth.

• Lead the organization through upskilling change management aligned to a broad, global AI strategy supporting all functions’ growth in AI fluency.

Change Management, Culture & Employee Experience

• Lead enterprise change management for major organizational transformations, M&A integrations, and strategic restructuring efforts, ensuring people-first approaches throughout.

• Act as a champion for Perforce's culture and values and ensure initiatives support inclusion, belonging, and employee well-being at every stage of the employee lifecycle.

• Monitor and respond to employee sentiment through engagement survey data, stay/exit interviews, and listening channels. Translate insights into targeted action plans with measurable outcomes.

• Partner with Communications & Culture team to develop compelling internal narratives that support organizational change and build alignment across the global workforce.

HR Operations, Compliance & Risk Management

• Ensure consistent application of HR policies, employment law compliance, and risk mitigation across all geographies in which Perforce operates.

• Partner with Legal and HR Operations to oversee complex employee relations matters, investigations, and employment disputes, particularly for senior-level or cross-jurisdictional cases.

• Ensure HRBP team readiness for regulatory changes, geographic expansion, and workforce compliance requirements.

160800 - 220000 USD a year