Datadog Director, People Business Partner at Datadog to lead People support for G&A organizations and manage a team of People Business Partners. Partner with senior leaders to address organizational and talent needs and build effective teams.
Responsibilities
At Datadog, we place value in our office culture - the relationships and collaboration it builds and the creativity it brings to the table. We operate as a hybrid workplace to ensure our Datadogs can create a work-life harmony that best fits them.
Lead and develop a team of People Business Partners, setting clear priorities, expectations, and standards for the team
Partner with senior leaders across G&A on organizational and people-related matters, including performance, talent, compensation, employee relations, and organizational development
Develop a deep understanding of the priorities, operating models, and talent needs across the organizations you support
Help leaders design their organizations, clarify roles and accountabilities, plan for future talent needs, and manage organizational change
Partner with G&A leaders to continue driving the organization’s AI transformation, including the implications for how work gets done, the capabilities teams need, and how organizations are designed
Lead workforce and headcount planning in partnership with Finance, Recruiting, and business leaders
Advise leaders on talent and succession planning, performance management, retention, leadership effectiveness, and employee engagement
Use people and business data to identify trends, surface risks, and recommend action
Coach leaders and managers on how to lead effectively, raise performance standards, and build strong teams
Oversee complex and sensitive employee relations matters, balancing business needs, employee experience, consistency, and risk
Partner with People Centers of Excellence and Recruiting to develop and deliver programs that address the needs of G&A while supporting consistent company-wide practices
Qualification
A trusted partner to senior leadersComfortable navigating ambiguityA strong coach who can develop leadersClear and direct in your communication
Required
An experienced People leader with at least 10 years of progressive HR or People Business Partner experience, including at least five years leading a team
Experienced leading and developing People Business Partners in a complex, fast-growing organization
A trusted partner to senior leaders, with the judgment and credibility to influence decisions on significant organizational and talent matters
Experienced supporting global G&A functions is preferred but not required
Experience in a high-growth technology or public company is preferred but not required
Deeply experienced in organizational design, workforce planning, talent management, performance management, compensation, change management, and employee relations
Able to translate business priorities into clear people plans and follow through on execution
Highly analytical and able to use data to identify issues, test assumptions, and recommend action
Comfortable navigating ambiguity, competing priorities, and sensitive situations without losing momentum or attention to detail
A strong coach who can develop leaders, managers, and members of your own team
Clear and direct in your communication, with the ability to influence while maintaining strong working relationships
Able to move between broader organizational needs and the hands-on demands of a fast-paced business
