Senior Director, HRBP - Product and Technology

People Partnership — Product and Technology

• Translate business strategy into org design, workforce planning, talent, performance, and leadership priorities.
• Coach senior leaders and managers through high-stakes moments, including reorganizations, promotions, performance conversations, leadership transitions, conflict, and difficult exits.
• Lead and develop HRBP support for Product and Technology, setting a high bar for business partnership, judgment, execution, and consistency.
• Partner with Finance and business leaders on workforce planning, spans and layers, org health, and team structure.
• Lead complex employee relations matters and sensitive investigations in partnership with Legal, ensuring consistency, fairness, and strong judgment.
• Partner with Talent Acquisition on hiring strategy, talent density, role design, candidate experience, and onboarding feedback loops for Product and Technology.
• Partner with Total Rewards to ensure performance, promotion, compensation, and equity decisions are connected and defensible.
• Drive performance management execution for Product and Technology, including calibration, manager enablement, feedback quality, and follow-through.

Learning & Development

• Design and own StubHub's learning and development strategy across employees, managers, and leaders company-wide.
• Own manager development company-wide, with a focus on new and first-time managers, where culture and execution often break down first.
• Build learning paths, role-based curricula, career development resources, and development frameworks that help employees understand what growth looks like at StubHub.
• Own LMS strategy and execution, including platform selection, implementation or optimization, content management, learning data, and reporting.
• Partner with People Operations on onboarding learning design, ensuring new hires understand StubHub's mission, culture, ways of working, and expectations in their first 30/60/90 days.
• Partner with HRBPs across the business to identify skill gaps, team-specific needs, and manager enablement priorities beyond Product and Technology.
• Build AI fluency programs that help employees and managers use AI tools effectively and responsibly.
• Evaluate learning effectiveness beyond completion rates, including behavior change, manager quality, performance improvement, adoption, and business impact.