Director, Human Resources Business Partner - Engineering and Product

WD is building the infrastructure behind the AI-driven data economy.

As AI scales, so does data. Every interaction, every model, every system generates data that must be stored, managed, and made accessible over time. That’s where we come in.

We combine deep engineering expertise with global-scale manufacturing to deliver the storage systems that make AI possible, powering hyperscale data centers, cloud platforms, and enterprise infrastructure worldwide.

This isn’t theoretical work. It’s real systems, at real scale, people solving some of the hardest challenges in technology today.

We’re looking for people who want to build, solve, and operate at that level.

Join us and let’s shape the future of data.

Come join the HRBP team at WD!

We are looking for a strategic HRBP to partner with executives in our Product Organization, reporting to the Vice President, HRBP for Product. This role is a hybrid role based in San Jose, CA. We come together three days a week to collaborate and connect.

In this role, the HRBP will serve in a strategic advisory role. You will be an integrated thought partner, directly supporting defined product lines and their leaders. This is a critical role, bridging execution to enterprise strategy. In this role, you will be a trusted advisor, talent strategist, and change agent supporting business growth, transformation, and a high-performance culture. Strong business acumen and understanding of Product and Engineering organizations. Able to partner across the COE’s is a critical component to success in this role.

Responsibilities

Partner with business leaders (typically VP’s/Sr. Directors) to understand business priorities and translate them into people strategies.; Influence decision-making through data, insights and organizational best practices.; Serve as a trusted advisor on leadership effectiveness, team development and change management.; Partner across workforce planning and organizational design discussions to ensure the right structure, capabilities and talent for the future.; Leverage people analytics to identify trends, risks and opportunities across the organization.; Connect global design process and go-to-market partnerships to practical, scalable people process.; Monitor organizational health metrics and implement action plans in partnership with leaders.; Ensure consistent, high-quality HR delivery across the organization.

Requirements

Bachelor's Degree in Business or Human Resources or equivalent with Master's degree or relevant certification preferred; Extensive progressive HR experience, including significant time in a business partnering role supporting senior leaders (Sr. Directors and VP’s).; Strategic Partnering Skills: Proven ability to align people strategies with business objectives, influencing leaders and driving outcomes.; Global Mindset: Experience supporting international client groups – ability to adapt strategies across geographies.; Executive Presence and Communication: Exceptional influencing, facilitation and presentation skills, able to engage with senior executives confidently.; Product Development: Is knowledgeable about the product development and operations of the organization including roadmap, go-to-market and enterprise delivery mechanisms.; Proactive vs. Reactive: Looks around corners to proactively identify challenges on a global scale, recommends solutions and drives solution to completion, translating work to direct business results.; Prioritization and Execution: Ability to assess competing business needs, identify what matters most, and focus resources on the highest impact initiatives. Skilled at balancing strategic priorities with operational demand.; Team Player: Always willing to roll up their sleeves, does not say “that’s not my job” and collaborates to get results.

Benefits

An employee’s pay position within the salary range may be based on several factors including but not limited to (1) relevant education, qualifications, certifications, and experience, (2) skills, ability, knowledge of the job, (3) performance, contribution and results, (4) geographic location, (5) shift, (6) internal and external equity, and (7) business and organizational needs.; The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. This range may be modified in the future.; If your position is non-exempt, you are eligible for overtime pay pursuant to company policy and applicable laws. You may also be eligible for shift differential pay, depending on the shift to which you are assigned.; You will be eligible to be considered for bonuses under either WD’s Short Term Incentive Plan (“STI Plan”) or the Sales Incentive Plan (“SIP”) which provides incentive awards based on Company and individual performance, depending on your role and your performance. You may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to WD's Standard Terms and Conditions for Restricted Stock Unit Awards.; We offer a comprehensive package of benefits including paid vacation time, paid sick leave, medical/dental/vision insurance, life, accident and disability insurance, tax-advantaged flexible spending and health savings accounts, employee assistance program, other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity, tuition reimbursement, transit, the Applause Program, employee stock purchase plan, and the WD Savings 401(k) Plan.; Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.