Dodgeandcox
Technology Human Resources Business Partner
San Francisco Office · Contract
Sponsorship not specified$165k-$190kDetected 30 days ago
Platform EngineeringStakeholder ManagementRecruitingHRPerformance ManagementEmployee RelationsOnboardingEmployment LawLeadershipCommunicationCollaborationMentoringAdaptability
About the role
- Dodge & Cox is investing in the future of its Technology organization.
- 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.
Responsibilities
- Strategic Partnership & Organizational Design
- 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.
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.
- Required
- Ten or more years of Human Resources experience, with at least five years in an HR Business Partner or equivalent strategic HR role.
- Strong coaching and influencing skills, with the credibility and judgment to advise senior leaders and challenge thoughtfully.
- Sound understanding of employment law and HR compliance, including multi-state considerations.
- Excellent written and verbal communication
- Competencies
- Genuine energy and passion for people, talent development, and helping individuals and teams grow.
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.
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