Job description

About Delinea: Delinea is a pioneer in securing human and machine identities through intelligent, centralized authorization, empowering organizations to seamlessly govern their interactions across the modern enterprise. Leveraging AI-powered intelligence, Delinea’s leading cloud-native Identity Security Platform applies context throughout the entire identity lifecycle – across cloud and traditional infrastructure, data, SaaS applications, and AI. It is the only platform that enables you to discover all identities – including workforce, IT administrator, developers, and machines – assign appropriate access levels, detect irregularities, and respond to threats in real-time. With deployment in weeks, not months, 90% fewer resources to manage than the nearest competitor, and a 99.995% uptime, Delinea delivers robust security and operational efficiency without compromise. Learn more about Delinea on Delinea.com delinea.com, LinkedIn nam12.safelinks.protection.outlook.com, X nam12.safelinks.protection.outlook.com, and YouTube nam12.safelinks.protection.outlook.com. Join our passionate, global team at Delinea and help us make the world a safer and more secure place. Our success is driven by world-class product leadership, outstanding engineers, and strategic investment from TPG. We value diversity, innovation, and a culture of respect and fairness. If you're ready to push boundaries and challenge the status quo in security, we want to hear from you. Apply today to help us achieve our mission. About the role Delinea is looking for a strategic, hands-on Director, People Business Partner to partner with our Product, Technology, and AI leaders. You'll be the main people advisor to the EVP of Product & Technology and the AI leader. You'll help shape how we organize, hire, develop, and keep the technical talent behind our identity security platform. This role sits on the Global PBP leadership team and helps set the people strategy for the whole company. This is a pivotal moment to join. Product & Technology is moving to a General Manager (GM) model: the EVP of Product & Technology will lead three GMs, each owning a specialized vertical. You'll be a key partner in making this model work. You'll help leaders set decision rights, define how the GMs and shared functions work together, and adapt talent, org design, and performance practices to fit. What you'll do - GM operating model design: Partner with the EVP of Product & Technology and the three General Managers to design and embed the GM operating model: - Define decision rights across the GMs, the EVP, and shared functions (who decides, who is consulted, who executes) so accountability is clear and decisions move faster. - Design how each GM business works with shared functions such as Engineering platform, Product Ops, Finance, and the People team, including interfaces, governance forums, and escalation paths. - Adapt org design, talent, and performance practices to the GM model: span-and-layer design, leadership roles and capability gaps, succession, goal setting, and how performance and rewards reflect GM-level accountability. - Lead the people side of the change, including sequencing, leader readiness, communications, and adoption metrics. - Enterprise people strategy: Use what the GM transformation teaches us to shape people programs and practices across Delinea: - Turn what works in P&T into repeatable principles, playbooks, and tools for decision rights, org design, and performance practices. - Partner with the Global PBP team and the People COEs (Talent, Total Rewards, People Ops) to adapt and scale these approaches to other functions where they fit. - Act as a thought partner to the VP, Global PBPs on enterprise org effectiveness, and help build operating model and org design capability across the PBP team. - Strategic partnership: Act as a trusted advisor to P&T and AI leaders and their staff. Turn business priorities into people plans covering org design, talent, and culture. - Org design & workforce planning: Lead org design, span-and-layer reviews, and headcount planning. Plan how AI adoption changes roles, skills, and team structures. - Talent & succession: Run talent reviews, succession planning, and calibration. Find critical engineering and product talent and build plans to keep them. - Leadership coaching: Coach senior leaders and managers on team effectiveness, performance, and change. Build leadership capability across the org. - Change management: Guide teams through reorganizations, integrations, and operating model changes. - Employee relations: Handle complex ER matters with sound judgment, working with Legal and the People COEs. - Total rewards & performance: Work with Total Rewards on technical career frameworks, leveling, offers, and annual pay and performance cycles. - Data-driven insights: Use people data (attrition, engagement, hiring speed, org health) to spot trends and drive decisions. - Culture & engagement: Act on engagement survey results and build an inclusive, high-performing engineering culture. What you bring - 10+ years of progressive HR experience, including 5+ years as a senior HRBP supporting Engineering, Product, or R&D in a B2B SaaS or tech company - Experience partnering with C-suite or EVP-level leaders - A track record in org design, workforce planning, and change management - Experience partnering with an organization that runs a GM or business-unit model, ideally during a move into one. You understand GM accountability, decision rights, and how GMs work with shared functions, and you can coach leaders who are new to the model as well as those who have run it before. - Working knowledge of how software teams operate (agile, product/engineering career paths, technical leveling) - Curiosity about AI and how it's reshaping work, roles, and skills - Strong judgment in employee relations, plus sound knowledge of employment law in multiple countries - Comfort with data and with HR systems (e.g., Workday) - Executive presence and the ability to challenge leaders constructively - Global experience preferred (US, EMEA, APAC, LATAM) Why work at Delinea? - We're passionate problem-solvers helping the world's largest organizations protect what matters most: their human and machine identities. - We invest in people who are smart, self-motivated, and collaborative. - What we offer in return is meaningful work, a culture of innovation and great career progression. At Delinea, our core values are STRONG and guide our behaviors and success: - Spirited - We bring energy and passion to everything we do - Trust - We act with integrity and deliver on our commitments - Respect - We listen, value different perspectives, and work as one team - Ownership - We take initiative and follow through - Nimble - We adapt quickly in a fast-changing environment - Global - We embrace diverse people and ideas to drive better outcomes We believe weaving these core values into our day-to-day actions, and our process for hiring, evaluating, and promoting employees, helps us cultivate a work environment that embraces collaboration and camaraderie. We take care of our employees. We offer competitive salaries, a meaningful bonus program, and excellent benefits, including healthcare insurance, as well as pension/retirement matching, comprehensive life insurance, an employee assistance program, time off plans, and paid company holidays. Delinea is an Equal Opportunity and Affirmative Action employer and prohibits discrimination and harassment of any type with regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. Upon conditional offer of employment, candidates are required to complete comprehensive criminal background check, verification of education, and verification of employment, per employment policy. In addition, all publicly posted social media sites may be reviewed.

Requirements

Must-haves

GM operating model design: Partner with the EVP of Product & Technology and the three General Managers to design and embed the GM operating model:
Define decision rights across the GMs, the EVP, and shared functions (who decides, who is consulted, who executes) so accountability is clear and decisions move faster.
Design how each GM business works with shared functions such as Engineering platform, Product Ops, Finance, and the People team, including interfaces, governance forums, and escalation paths.
Adapt org design, talent, and performance practices to the GM model: span-and-layer design, leadership roles and capability gaps, succession, goal setting, and how performance and rewards reflect GM-level accountability.
Lead the people side of the change, including sequencing, leader readiness, communications, and adoption metrics.
Enterprise people strategy: Use what the GM transformation teaches us to shape people programs and practices across Delinea:
Turn what works in P&T into repeatable principles, playbooks, and tools for decision rights, org design, and performance practices.
Partner with the Global PBP team and the People COEs (Talent, Total Rewards, People Ops) to adapt and scale these approaches to other functions where they fit.
Act as a thought partner to the VP, Global PBPs on enterprise org effectiveness, and help build operating model and org design capability across the PBP team.
Strategic partnership: Act as a trusted advisor to P&T and AI leaders and their staff. Turn business priorities into people plans covering org design, talent, and culture.
Org design & workforce planning: Lead org design, span-and-layer reviews, and headcount planning. Plan how AI adoption changes roles, skills, and team structures.
Talent & succession: Run talent reviews, succession planning, and calibration. Find critical engineering and product talent and build plans to keep them.
Leadership coaching: Coach senior leaders and managers on team effectiveness, performance, and change. Build leadership capability across the org.
Change management: Guide teams through reorganizations, integrations, and operating model changes.
Employee relations: Handle complex ER matters with sound judgment, working with Legal and the People COEs.
Total rewards & performance: Work with Total Rewards on technical career frameworks, leveling, offers, and annual pay and performance cycles.
Data-driven insights: Use people data (attrition, engagement, hiring speed, org health) to spot trends and drive decisions.
Culture & engagement: Act on engagement survey results and build an inclusive, high-performing engineering culture.
10+ years of progressive HR experience, including 5+ years as a senior HRBP supporting Engineering, Product, or R&D in a B2B SaaS or tech company
Experience partnering with C-suite or EVP-level leaders
A track record in org design, workforce planning, and change management
Working knowledge of how software teams operate (agile, product/engineering career paths, technical leveling)
Curiosity about AI and how it's reshaping work, roles, and skills

Nice-to-haves

Global experience preferred (US, EMEA, APAC, LATAM)

Application prep

Use the role’s language and application details while tailoring your materials.

Keywords to mirror

aiagile

Platform: ashby
Effort: quick