Dodge & Cox
Technology Human Resources Business Partner
Hayes Valley, San Francisco · Contract
Stay score
odds of building a lasting career here
Sponsors, but it's cap-subject — you still face the weighted lottery (~61% per draw at Level IV). Good if you win; have a cap-exempt backup on your list.
Lottery odds assume a STEM candidate.
Personalize to your clock →H-1B wage level
the lottery is wage-weighted — each level is one more entry
This range already reaches Level IV — the maximum four lottery entries.
DOL prevailing wage, 2026-27 wage year · Human Resources Specialists (13-1071) · San Francisco-Oakland-Fremont, CA. Wage level is derived by USCIS from the offered wage, occupation and worksite; the occupation shown is inferred from the job title.
Employer immigration record
from this employer's Department of Labor filings
Files H-1B transfers
Sourced from Department of Labor LCA, PERM and prevailing-wage disclosure data. Employer matching is by name, so figures may be split across an employer's legal entities. Absence of a filing means none appears in our copy of the data, not that none exists.
Community outcomes
No reports yet — be the first to help the next applicant.
About the role
- This is a hands-on, strategic, and highly visible role.
- The HRBP will work alongside Technology leadership to translate the technology team development roadmap into concrete people outcomes, while partnering closely with the broader Human Capital, Recruiting, Legal, and Compliance teams.
- The role reports to the Director of Human Capital & Administration.
Responsibilities
- Partner on team design, role architecture, workforce planning, and recruiting.
- Apply structured change management practices to support the multi-year Technology Team strategic plan, including stakeholder communication, manager enablement, and adoption planning.
- Build feedback mechanisms that allow the firm to learn quickly and adapt as the Technology organization evolves.
- Partner with the Recruiting team and external search partners on the hiring strategy.
- Support hiring managers on interview design, candidate assessment, and inclusive hiring practices.
- Co-own the onboarding program for new Technology hires, including mentor pairing, milestone check-ins, and early-tenure feedback loops.
- Support deliberate knowledge transfer when contractor scopes transition to employee roles, ensuring documentation, pair-working, and runbook standards are met.
- Support succession planning and high-potential development across the Technology organization.
- Partner with Technology leaders on the performance review cycle.
- Coach and train managers on effective feedback delivery, performance documentation, and the day-to-day practices that support fair and well-supported performance decisions.
Requirements
- Experience & Knowledge
- Demonstrated experience partnering with technology, engineering, or product leadership in a complex, knowledge-intensive organization.
- Track record of leading meaningful organizational change-workforce model shifts, geographic expansions, or comparable transformations.
- Deep working knowledge of performance management, job architecture, talent calibration, and employee relations.
- Comfort using people data and analytics to inform decisions and tell a clear story to leadership.
- ability to operate with discretion and handle highly sensitive information.
- Bachelor's degree or equivalent professional experience.
- Sound judgment and discretion, with a track record of handling sensitive information and complex interpersonal situations with care.
- Adaptable and resilient, with the ability to navigate shifting priorities and changing circumstances while maintaining focus on what matters most.
- Demonstrated ability to influence and coach senior leaders without formal authority, including the willingness to challenge respectfully.
Compensation
- Lead an annual team health assessment including qualitative 360 feedback from stakeholders and peers and partner with leaders to act on results.
Benefits
- Lead an annual team health assessment including qualitative 360 feedback from stakeholders and peers and partner with leaders to act on results.
This listing is sourced directly from Dodge & Cox's careers page and normalized into a canonical job model.