Sr. HR Business Partner, Security and Identity

About Rubrik

At Rubrik we are united by a singular urgent purpose to secure the worlds 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.

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 wont just be a part of a team; youll be an architect of solutions that shape the future of cybersecurity and leave a lasting footprint on the industry.

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

About the Role

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.

As a trusted advisor to senior leaders you will shape and deliver people strategies that accelerate business outcomestranslating 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.

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.

Scope of Impact

• People Strategy & Business Partnership: 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.
• Organization Design & Operating Model: 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.
• Leadership Development: 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.
• Talent Management: Shape critical talent decisions and implement talent strategies that build capabilities strengthen pipelines and sustain long-term success.
• M&A: Lead HR strategy across the full M&A 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.
• Change Management: Lead enterprise and business-specific change initiatives tied to new organizational structures ways of working and leadership models ensuring adoption engagement and sustained impact.
• Program Design & Execution: 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.
• Organizational Effectiveness & Culture: Leverage people analytics and insights to diagnose organizational health identify trends and drive data-backed decisions.

How You Create Impact

• Apply strong business acumen to translate complex priorities into focused executable people solutions that drive measurable outcomes.
• Build deep trust-based partnerships with senior leaders; influence through expertise judgment and credibility to shape critical talent and organizational decisions.
• Navigate a complex global and matrixed org balancing competing priorities while collaborating across boundaries to drive alignment and results.
• Demonstrate a bias for action ownership and disciplined execution in high-velocity environments.
• Leverage analytical rigor and systems thinking to diagnose challenges and deliver scalable sustainable solutions.
• Bring deep expertise in organization design change management and M&A integration within high-growth transformational contexts.
• Exhibit resilience and adaptability thriving amid change and evolving business needs.
• Model an enterprise mindset optimizing for company-wide outcomes rather than functional silos.
• Operate with agility across altitudesshaping strategy while engaging directly in hands-on execution to drive results.

Qualifications & Experience

Required Qualifications

• Education & Professional Experience: Bachelors degree in Business Human Resources or a related field with 10 years of progressive HR experience or a Masters degree in Business HR or related field with 8 years of progressive HR experience.
• HR Business Partnership: 3 years of directly applicable HR business partner experience.
• Global & Cross-Functional Leadership: Proven experience supporting complex matrixed and multi-regional organizations.
• M&A: Proven experience leading full M&A lifecycle including diligence integration planning and post-close integration efforts.

Preferred Qualifications

• Master of Business Administration Masters Degree in Human Resources or related field.
• 5 years of HR business partner experience within high-growth or technology companies.

#LI-KY1