Senior Director, HR Business Partner (AI-Native)
Remote, USAFull-TimeDirector
Salary212,000 - 312,000 USD per year
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Job Details
- Experience
- 10+ years of progressive HR experience, with at least 5 years as a strategic HRBP embedded in a technical organization (Engineering, Product, or Design).
- Required Skills
- Change Management
Requirements
- 10+ years of progressive HR experience, with at least 5 years as a strategic HRBP embedded in a technical organization (Engineering, Product, or Design).
- Demonstrated experience leading people strategy through significant organizational transformation, not just managing HR programs during growth, but designing the people approach for a changing org model
- Real, working knowledge of AI tools and how they are changing technical work. You use AI in your own workflow and can speak credibly to leaders about the implications for their teams.
- Org design experience. You have made structural decisions, not just advised on them. You understand spans of control, role architecture, and how org shape drives or undercuts execution.
- Talent economics. You can model workforce composition trade-offs, frame build/buy/borrow decisions at the role-architecture level, and partner credibly on comp and incentive design for roles whose value is changing.
- Experience managing and developing a team of HRBPs or HR professionals.
- Strong track record of advising C-suite and VP-level leaders on difficult people and organizational decisions, holding a point of view and defending it.
- Comfort with uncertainty and an incomplete playbook. The AI-native model is still being developed. You will be designing people approaches for situations without precedent.
- Data literacy. You can build a workforce planning model, read an attrition analysis, and design a measurement framework for a people initiative.
- 25-30% travel commitment
Responsibilities
- Partner with the CTO and EPD leadership team to translate the AI-native operating model into concrete people decisions.
- Serve as the people design partner for the role framework, helping leaders define what these roles look like in practice, how people move between them, and what career development looks like in a model still being written.
- Drive change management for a workforce experiencing meaningful role shifts.
- Advise on the structural decisions coming out of the H1 2026 pilot programs and translate findings into org-wide playbooks as the company scales AI-native ways of working in H2.
- Partner with Talent Acquisition on hiring profiles that reflect AI-native expectations, particularly for roles where functional backgrounds are blurring.
- Engage directly with the CTO as a thought partner on people and org strategy.
- Document the people practices, org design decisions, change management approaches, and lessons learned from the EPD transformation in a form that the broader People team can apply to other functions.
- Manage, coach, and develop a team of HRBPs who support non-EPD functions across Life360.
- Prepare your HRBP team to apply the AI Transformation playbook when their respective functions begin their own AI-native transitions.
- Partner with the broader People team to adapt core programs (performance, compensation, career ladders, internal mobility, engagement) to fit the AI-native operating model.
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