Sr. HR Business Partner, Security and Identity

<p><strong>About Rubrik</strong></p> <p>At Rubrik, we are united by a singular, urgent purpose to secure the world’s data. As cyber threats escalate and AI reshapes every industry, Rubrik delivers the cyber resilience that allows businesses, governments, and critical institutions to endure, adapt, and thrive. When data is secure, innovation accelerates.</p> <p>We foster a culture of radical innovation where you are empowered to challenge the status quo, continuously learn and reach new heights in your career. At Rubrik, your potential is limitless because your growth is what fuels our progress. You won’t just be a part of a team; you’ll be an architect of solutions that shape the future of cybersecurity and leave a lasting footprint on the industry.</p> <p>We believe every day is an opportunity to achieve your full potential and build a meaningful legacy. If you are ready to do the most important work of your career and make a permanent impact on the digital world, your journey starts here</p> <p> </p> <p><strong>About the Role </strong></p> <p>Rubrik is seeking a seasoned, global Sr. HR Business Partner to support senior leaders across our Security Identity business, spanning Product, Engineering, and Go-to-Market functions. This role is built for a high-impact HR leader who thrives in complexity, operates with enterprise perspective, and moves fluidly between strategy and execution.</p> <p>As a trusted advisor to senior leaders, you will shape and deliver people strategies that accelerate business outcomes—translating business priorities into pragmatic, scalable, and high-impact people solutions. You will play a critical role in scaling the organization, integrating acquisitions, strengthening leadership capability, and evolving the operating model, while fostering a high-performance, inclusive culture.</p> <p>This role requires strong systems thinking, sound judgment, and the ability to operate effectively across regions, cultures, and time zones in a fast-paced, high-growth environment.</p> <p><strong>Scope of Impact</strong></p> <ul> <li><strong>People Strategy Business Partnership:</strong> Partner closely with senior leaders and global HR colleagues to define and execute a cohesive people strategy aligned with business priorities. Translate business strategy into actionable people plans that drive growth, execution, and organizational effectiveness.</li> <li><strong>Organization Design Operating Model:</strong> Lead organization design, workforce planning, and operating model evolution in alignment with business strategy. Enable structural and model changes that improve clarity, speed, accountability, and scalability.</li> <li><strong>Leadership Development:</strong> Design and deploy targeted leadership interventions that elevate performance and effectiveness. Influence leadership and succession decisions and build leadership capability to support both current and future business needs.</li> <li><strong>Talent Management:</strong> Shape critical talent decisions and implement talent strategies that build capabilities, strengthen pipelines, and sustain long-term success.</li> <li><strong>MA:</strong> Lead HR strategy across the full MA lifecycle, including diligence, integration planning, and post-close integration. Drive rapid, disciplined integrations that align culture, talent, structure, and systems while minimizing disruption and maximizing value creation.</li> <li><strong>Change Management:</strong> Lead enterprise and business-specific change initiatives tied to new organizational structures, ways of working, and leadership models, ensuring adoption, engagement and sustained impact.</li> <li><strong>Program Design Execution:</strong> Design, scale, and implement global HR programs in partnership with the broader People team and Centers of Excellence. Deliver integrated solutions that leverage the full breadth of HR capabilities.</li> <li><strong>Organizational Effectiveness Culture</strong><strong>:</strong> Leve ... (truncated, view full listing at source)