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Job Summary

HR Business Partner, R&D

Location: Palo Alto, CA (3 days in office)

 

We are seeking an experienced HR Business Partner, R&D to partner with managers across Engineering, Product, Design, and Customer Support to strengthen manager capability, build high-performing teams, and drive business and talent outcomes.

This hands-on role focuses on manager coaching, performance management, compensation planning, organizational health, and people program execution. As a trusted advisor, you will help managers navigate complex people decisions, improve team performance, and build the capabilities required to achieve business objectives.  You will diagnose organizational challenges, identify opportunities and translate them into practical, high-impact people solutions. You will also help shape the future of HR business partnering by leveraging AI and agentic workflows to improve decision quality, expand HRBP leverage, enhance manager support, and deliver scalable people solutions.

This role is designed for a highly accountable HRBP who thrives in a high-velocity environment, takes ownership of outcomes, has strong bias for action, proactively solves problems, and continuously improves how work gets done.  The ideal candidate combines the judgment of a trusted advisor, the execution rigor of an operator, and the mindset of a builder.

 

Scope of Impact

 

Business Partnership

  • Build trusted partnerships with managers and leaders across supported R&D organizations, serving as a credible advisor on talent, organization, and people-related decisions.
  • Translate business objectives into practical solutions that enable organizational effectiveness.
  • Balance business priorities, employee experience, and long-term organizational implications when advising managers
  • Proactively identify organizational risks, capability gaps, talent concerns, and workforce trends, and drive recommendations that improve business outcomes.

Manager & Leadership Capability

  • Advise first-line and mid-level managers on people leadership, performance management, employee development, engagement, organizational health, and team effectiveness.
  • Identify capability gaps and implement targeted interventions that strengthen manager effectiveness and team performance.
  • Coach managers through challenging employee situations, difficult conversations, performance concerns, organizational change, and development planning.
  • Provide guidance on HR policies, processes, and people practices while reinforcing broader organizational considerations.
  • Deliver manager enablement and leadership development initiatives that improve effectiveness and consistency at scale.

Performance, Talent Management and Compensation 

  • Own execution of annual people programs, including performance reviews, calibration discussions, talent reviews, and compensation planning, ensuring high-quality outcomes and strong manager engagement
  • Coach managers through complex performance management decisions and strengthen performance expectations, accountability, and employee development practices.
  • Identify talent, retention, succession, and capability risks and develop mitigation plans with managers 
  • Partner on compensation decisions aligned with company philosophy and leverage workforce insights to improve decision quality.

HR Program Design, Execution & AI-Enabled Transformation

  • Design, implement, scale, and improve people programs that enhance manager effectiveness and organizational outcomes.
  • Simplify, automate, and redesign people processes with a focus on outcomes rather than digitizing legacy workflows.
  • Champion AI, automation, and agentic workflows across HRBP work to improve decision quality, increase capacity, and deliver scalable people solutions and  impact beyond traditional human capacity.
  • Deliver integrated HR solutions in partnership with the broader People team and identify innovative approaches that improve productivity, adoption, and effectiveness.

Organizational Health, Engagement & Development

  • Advise leaders on organizational health, culture, and team effectiveness while strengthening the development, retention, and engagement of key talent.
  • Use workforce sentiment, organizational insights, and people analytics to identify risks, diagnose challenges, and implement sustainable solutions.

Employee Relations

  • Provide guidance and independently manage moderate to complex employee relations matters using sound judgment and risk assessment.
  • Resolve employee concerns in partnership with managers and collaborate with Legal on sensitive, high-risk, or specialized matters.

How You Create Impact

  • Translate complex business priorities into focused, executable people solutions.
  • Influence decisions through expertise, credibility, and practical problem-solving.
  • Demonstrate urgency, ownership, and follow-through while balancing strategic thinking with hands-on execution.
  • Leverage data, organizational insight, and systems thinking to diagnose challenges and develop scalable solutions.
  • Strengthen manager effectiveness through coaching, development, and enablement.
  • Drive execution of talent, performance, compensation, and people programs that improve organizational outcomes.
  • Navigate employee relations and performance matters with sound judgment and appropriate risk assessment.
  • Leverage AI, automation, and agentic workflows to increase impact, productivity, and scale while maintaining an enterprise mindset.

What Success Looks Like

  • Be known for speed, ownership, sound judgment, and turning ambiguous people challenges into actionable solutions.
  • Build trusted advisor relationships with managers who proactively seek your guidance on critical talent and organizational decisions.
  • Elevate manager capability, accountability, and team effectiveness across supported organizations.
  • Deliver strong execution of performance, talent, compensation, and people programs that improve business outcomes.
  • Anticipate organizational risks and continuously improve how people work is delivered through AI, automation, and scalable solutions.

Qualifications & Experience

  • Required Qualifications: Minimum 8 years of progressive HR experience, including at least 3+ years as a People Partner or HR Business Partner, with a Bachelor's degree in Business, Human Resources, or a related field; or 6+ years of experience with a Master's degree.
  • Preferred Qualifications: Experience supporting R&D client group

 

 

#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
$148,400—$222,600 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. 

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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:

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NONDISCLOSURE AGREEMENT

In consideration of any disclosure of certain nonpublic or confidential information, you hereby enter into this Nondisclosure Agreement (the “Agreement”) and agree as follows:

  1. Confidential Information. In connection with a potential business relationship or other business purposes, Rubrik, Inc. (the “Company”) has granted you (the individual or entity named below) access, or may grant you access, to business, technical or other nonpublic information, materials and/or ideas (“Confidential Information,” which term shall include, without limitation, anything you learn or discover as a result of exposure to or analysis of any Confidential Information).
  2. Obligations. You will hold in confidence and will not possess or use (except as required to evaluate the proposed business relationship) or disclose any Confidential Information except information you can document which (i) is in the public domain through no fault of yours, (ii) was properly known to you, without restriction, prior to disclosure by Company or (iii) was properly disclosed to you by another person without restriction. You will not reverse engineer or attempt to derive the composition or underlying information, structure or ideas of any Confidential Information.  You will not export, re-export, resell, ship or divert or cause to be exported, re-exported, resold, shipped or diverted, directly or indirectly, any Confidential Information or product thereof.  You will promptly notify Company of any unauthorized release, disclosure or use of Confidential   You will strictly abide by any and all instructions and restrictions provided by Company from time to time with respect to Confidential Information or Company systems. You will ensure the security of any facilities, machines, accounts, passwords and methods you use to store any Confidential Information or to access Company systems and ensure that no other person has or obtains access thereto.
  3. Return of Information.  If you decide not to proceed with the potential business relationship or if asked by Company, you will promptly return all Confidential Information and all copies, extracts and other objects or items in which Confidential Information may be contained or embodied. 
  4. No License.  This Agreement does not grant a license to you in or to any of the Confidential Information.
  5. Feedback.  You may, at your option and in your sole discretion, provide suggestions or feedback related to the Company’s products or services.  In no event will such suggestions or feedback be considered confidential or proprietary to you.  The Company will be free to use such suggestions as it chooses, without compensation to you.
  6. Disclaimer. Confidential Information is provided to you “as is” and the Company makes no warranties with respect to the Confidential Information or any materials provided by the Company.  In no event will the Company be liable for the accuracy or completeness of the Confidential Information.  You understand that nothing herein (i) requires the disclosure of any Confidential Information of the Company or (ii) requires the Company to proceed with any transaction or relationship.  You understand that this Agreement does not obligate the Company to disclose any information or negotiate or enter into any agreement or relationship.
  7. Miscellaneous.  The terms of this Agreement will remain in effect with respect to any particular Confidential Information until you can document that such Confidential Information falls into one of the exceptions stated in Section 2 above.  You acknowledge and agree that due to the unique nature of the Confidential Information, any breach of this Agreement would cause irreparable harm to Company for which damages are not an adequate remedy, and that Company shall therefore be entitled to equitable relief in addition to all other remedies available at law.  This Agreement is personal to you, nonassignable by you, governed by the internal laws of the State of California and may be modified or waived only in writing signed by both parties.  If any provision of this Agreement is found to be unenforceable, such provision will be limited or deleted to the minimum extent necessary so that the remaining terms remain in full force and effect.  The prevailing party in any dispute or legal action regarding the subject matter of this Agreement shall be entitled to recover attorneys’ fees and costs.
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