Staff People Partner, Corporate Functions

GAQ327R280

While candidates in the listed location(s) are encouraged for this role, candidates in other locations will be considered.

We are seeking a Staff People Partner to join our Corporate Functions People Partner team. You will act as a trusted advisor to senior leadership, guiding them through organizational transformation, scaling talent strategies, and fostering high-performing teams. 

Databricks is in a period of significant growth and transformation. This role is an opportunity to support the teams sitting at the center of that transformation, enabling the business to scale while navigating increasing complexity.

Our People Partners operate as strategic business partners, translating enterprise people strategy into action for their client groups, owning the delivery of core talent programs, surfacing organizational and talent insights that drive better decisions, and coaching senior leaders through the moments that matter most.

This is a high-impact, senior partnership role where you will go deep with a focused set of leaders and organizations, and where the quality of your strategic counsel, organizational instincts, and coaching will directly shape how these teams grow and perform.

The Impact You'll Have

Business Partnership & Strategy

• Act as the connective tissue between the overarching People strategy and the business objectives of your client groups
• Proactively translate enterprise-wide people initiatives into localized strategies that resonate with your leaders and their teams
• Provide bidirectional feedback between the business and the People organization –  surfacing what's working, what's not, and what's needed
• Help leaders understand and engage with the People team's operating model, including the roles of People Generalists, Employee Relations, and Centers of Excellence

People Program Management & Delivery

• Own the end-to-end delivery of core People programs within your client groups – including performance review cycles, compensation planning, talent reviews, and culture survey action planning
• Manage program timelines, stakeholder alignment, and cross-functional dependencies to ensure smooth execution
• Partner closely with Centers of Excellence (Compensation, Talent Management, Talent Acquisition) and People Operations to ensure programs are delivered effectively and feedback loops are tight
• Identify opportunities to streamline, automate, or improve how programs land in your client groups

Organizational Insights & Talent Intelligence

• Leverage data from people systems, culture surveys, attrition trends, and other sources to build a clear picture of organizational health across your client groups
• Go beyond the numbers – synthesize qualitative insights from 1:1s, skip-levels, and cross-functional signals to tell a complete story
• Proactively surface talent risks, succession gaps, and organizational design opportunities to your leaders before they become urgent
• Partner with Workforce Intelligence to develop and refine the dashboards and insights that support your client groups
• Proactively identify, design, and implement AI-enabled solutions and repeatable workflows that turn manual, high-touch analysis into scalable, insight-rich tools for your client groups and the broader People Partner team

Executive Coaching & Leadership Development

• Serve as a trusted coach and thought partner to VP+ leaders, helping them navigate complex organizational decisions, team dynamics, and leadership challenges
• Coach leaders on raising the talent bar, managing performance effectively, and building inclusive, high-performing teams
• Support leaders through change – whether that's organizational redesigns, leadership transitions, or shifts in business strategy
• Partner with Employee Relations and Employment Legan on sensitive situations, ensuring alignment on approach and appropriate escalation

What We Look For

Experience

• 7+ years of progressive HR/People experience, with meaningful time spent as a strategic business partner (HRBP or equivalent) in a fast-paced, hyper-growth technology environment
• Demonstrated experience directly supporting and influencing VP+ and executive-level leaders – partnering with them on talent strategy, org design, and leadership effectiveness
• Track record of owning and delivering complex People programs end-to-end (performance cycles, compensation planning, talent reviews, org restructures)

Strategic Partnership

• Proven ability to connect business strategy to people strategy: you understand how organizational decisions impact business outcomes and can articulate that clearly to leaders
• Experience operating at the intersection of multiple People sub-functions (Compensation, Talent Acquisition, L&D, Employee Relations) and coordinating across them to deliver cohesive solutions
• Comfort with ambiguity and the ability to make sound decisions when the path forward isn't fully defined

Analytical & Organizational Acumen

• Strong analytical instincts — you're comfortable working with data and can move fluidly between quantitative metrics and qualitative insights to tell a compelling story
• Experience identifying organizational health signals (attrition patterns, engagement trends, succession risks) and translating them into actionable recommendations
• Familiarity with People analytics tools and dashboards; curiosity about AI-powered tools and a willingness to learn and adopt them

Coaching & Executive Influence

• Demonstrated success coaching senior leaders (VP+) on leadership effectiveness, team health, and navigating organizational complexity
• Strong executive presence — you can hold your own in a room of senior leaders, offer a candid perspective, and build trust quickly
• Emotional intelligence and sound judgment in sensitive situations

Mindset & Working Style

• Bias for action: you thrive in an evolving environment and don't wait for perfect information to move forward
• Collaborative: you see the People Partner team as your first team and actively share insights, resources, and approaches across the group.
• Humble and curious: you bring strong convictions loosely held, seek out feedback, and recognize that Databricks' fast-moving culture requires adaptability
• AI-forward: you're excited about using AI tools to work smarter, and you bring an "AI-builder" mindset to finding new ways to scale your impact