Title: Senior Director of People Business Partner (HRBP) - Product Location: USA, CA, Pleasanton Full Time - Flex Job Description: Your work days are brighter here. We're obsessed with making hard work pay off, for our people, our customers, and the world around us. As a Fortune 500 company and a leading AI platform for managing people, money, and agents, we're shaping the future of work so teams can reach their potential and focus on what matters most. The minute you join, you'll feel it. Not just in the products we build, but in how we show up for each other. Our culture is rooted in integrity, empathy, and shared enthusiasm. We're in this together, tackling big challenges with bold ideas and genuine care. We look for curious minds and courageous collaborators who bring sun-drenched optimism and drive. Whether you're building smarter solutions, supporting customers, or creating a space where everyone belongs, you'll do meaningful work with Workmates who've got your back. In return, we'll give you the trust to take risks, the tools to grow, the skills to develop and the support of a company invested in you for the long haul. So, if you want to inspire a brighter work day for everyone, including yourself, you've found a match in Workday, and we hope to be a match for you too. About the Team You are invited to join an exceptionally talented and globally distributed team of People Business Partners (PBP), operating as the critical strategic arm for Workday's talent across all functions and regions. This team is fundamentally responsible for driving the talent strategy required to enable Workday's ambitious growth and global scaling objectives. At Workday, the PBP organization is defined by its commitment to building resilient, high-performing organizations, empowering our executive leaders to operate with efficiency and foresight at scale, and serving as the primary amplifier of our distinctive, employee-first culture. This is a marquee leadership opportunity to guide and mentor a team of PBPs dedicated to supporting the Product organization, a function central to Workday's continued success and innovation leadership. We are seeking a highly accomplished Senior Director who not only operates comfortably but thrives in a relentlessly fast-paced, outcome-focused environment, demonstrating a strong, consistent bias for action. The ideal candidate is deeply business-oriented and possesses the proven ability to lead, develop, and inspire a high-performing PBP team with both speed and uncompromising quality. This role requires the essential equilibrium between profound strategic thinking and flawless execution-recognizing that value is only created through ideas that can be successfully delivered and operationalized. About the Role The Senior Director of HRBP for Product is a pivotal, hands-on leadership role with the following core responsibilities: - Executive Team Leadership and Partnership: - Leads, coaches, and develops a team of high-performing People Business Partners who strategically support senior and executive leaders across the entire Product organization - Consultative & Strategic Partnership: - Proactively cultivates robust, high-trust relationships with executive stakeholders. - Facilitates thoughtful, data-informed dialogue and leverages a strategic mindset to advise on the full spectrum of People & Talent matters, including organizational design, change management, and leadership effectiveness. - Data-Driven Problem Solving and Solution Implementation: - Identifies the root causes of complex organizational challenges, leveraging internal and external data, insights, and predictive analytics. - Develops comprehensive, evidence-based solutions and drives their successful implementation in close collaboration with the integrated ecosystem of HR Centers of Excellence (COEs), including Compensation, Benefits, Talent Acquisition, and Learning & Development. - Executive Coaching and Talent Strategy Custodian: - Serves as a hands-on executive coach, providing confidential counsel and development guidance to top-tier leaders. - Spearheads critical Talent Management initiatives across the Global Product and Technology function, including rigorous Workforce Planning, robust Succession Planning, and targeted Leadership Development programs designed to build the pipeline for tomorrow's executive roles. - Business Acumen and Cultural Stewardship: - Thinks and acts like a business leader, possessing a deep and current understanding of the Workday's business model, key performance indicators (KPIs), and market challenges. - Applies this business knowledge with a profound understanding of HR fundamentals and consistently embodies and champions Workday's distinct culture and core values. About You You are not just a manager, but a strategic thought leader with a deep, practical understanding of modern HR best practices and an authentic passion for developing, empowering, and maximizing the potential of both your team and the leaders you support. - Exceptional Leadership & Influence: You possess superior leadership and communication skills, with a demonstrable ability to influence and build strong, trusted relationships across all levels, particularly with executive leadership teams. - Results Orientation: You are fiercely results-oriented and excel in fast-moving, high-stakes environments where priorities can shift, yet strategic focus remains paramount. - Champion of Culture and Values: You are an unwavering champion for diversity, equity, and inclusion (DEI), and are personally committed to fostering a workplace where every employee feels valued, respected, and empowered to contribute their best work. - Strategic Vision Translator: You share a conviction that HR is an indispensable strategic business function and possess the practical ability to translate this vision into a concrete, executable plan that drives measurable business outcomes. Basic Qualifications: - 12+ years of progressive, demonstrable experience in a strategic HR role, with a proven ability to materially enhance business performance through the design and execution of impactful People Strategies. - Proven track record of supporting Product leadership at the executive level, driving culture, performance, and talent management within a product-led organization. - 4+ years of experience successfully managing people, coaching, and leading high-performing business partner teams in a global, matrixed organization. - Resilience and Clarity: Proven ability to thrive in ambiguity, possessing a motivated drive to create clarity, alignment, and actionable direction for the team and the business. - Communication Excellence: Exceptional communication skills, both written and verbal, with a facility for breaking down complex organizational concepts for all audience levels and delivering informed, educated, and engaging presentations with executive confidence. - Executive Trust and Influence: A track record of easily building trusted relationships and possessing the sophisticated ability to influence senior leaders-knowing precisely when to courageously challenge the status quo and when to decisively disagree and commit to the final path forward. - Data-Informed Strategy: A clear track record of using quantitative data and qualitative insights from both internal HR systems and external market sources to inform, shape, and validate opinions and strategic recommendations. - Team Development: Proven experience coaching, mentoring, and leading high-performing, geographically dispersed teams. Other Qualifications: - Bias for Action: Possesses a fundamental bias for action; this team creates tangible results and strategically leans in where Workday needs the highest impact. - Organizational Acuity: Highly organized with the critical ability to ruthlessly prioritize work based on business impact and strategic importance. - Adaptability and Learning: Demonstrated ability to handle adversity, apply critical learnings quickly, and maintain strategic composure under pressure. - Connector Mindset: A strong desire to continuously learn, grow, and operate as an essential connector across the business, seamlessly integrating and leveraging HR Centers of Excellence (COEs) when needed for specialized support. - Investigative & Analytical Prowess: Strong investigative, analytical, and sophisticated interpersonal communication skills, with the ability to work effectively both independently and as a highly collaborative team member. Workday Pay Transparency Statement The annualized base salary ranges for the primary location and any additional locations are listed below. Workday pay ranges vary based on work location. As a part of the total compensation package, this role may be eligible for the Workday Bonus Plan or a role-specific commission/bonus, as well as annual refresh stock grants. Recruiters can share more detail during the hiring process. Each candidate's compensation offer will be based on multiple factors including, but not limited to, geography, experience, skills, job duties, and business need, among other things. For more information regarding Workday's comprehensive benefits, please click here. Primary Location: USA.CA.Pleasanton Primary Location Base Pay Range: $263,700 USD - $395,500 USD Additional US Location(s) Base Pay Range: $222,700 USD - $395,500 USD Our Approach to Flexible Work With Flex Work, we're combining the best of both worlds: in-person time and remote. Our approach enables our teams to deepen connections, maintain a strong community, and do their best work. We know that flexibility can take shape in many ways, so rather than a number of required days in-office each week, we simply spend at least half (50%) of our time each quarter in the office or in the field with our customers, prospects, and partners (depending on role). This means you'll have the freedom to create a flexible schedule that caters to your business, team, and personal needs, while being intentional to make the most of time spent together. Those in our remote "home office" roles also have the opportunity to come together in our offices for important moments that matter. Pursuant to applicable Fair Chance law, Workday will consider for employment qualified applicants with arrest and conviction records. Workday is an Equal Opportunity Employer including individuals with disabilities and protected veterans. At Workday, we are committed to providing an accessible and inclusive hiring experience where all candidates can fully demonstrate their skills. If you require assistance or an accommodation at any point, please email accommodations@workday.com. Are you being referred to one of our roles? If so, ask your connection at Workday about our Employee Referral process! At Workday, we value our candidates' privacy and data security. Workday will never ask candidates to apply to jobs through websites that are not Workday Careers. Please be aware of sites that may ask for you to input your data in connection with a job posting that appears to be from Workday but is not. In addition, Workday will never ask candidates to pay a recruiting fee, or pay for consulting or coaching services, in order to apply for a job at Workday.

• Own and execute key operational processes across the employee lifecycle, including job changes, departures, and compensation updates, ensuring accuracy and efficiency. • Maintain accurate records and documentation, support internal and external audits, and strengthen processes to ensure ongoing compliance with policies and regulations. • Work closely with Finance and Total Rewards to support payroll processes, time tracking systems, and issue resolution, ensuring accuracy, strong controls, and a high-quality employee experience. • Develop and maintain Workday reports and dashboards that provide actionable insights and support business and operational decision-making. • Drive complex, cross-functional work from problem definition through execution, ensuring alignment, clear milestones, and measurable outcomes. • Act as a Workday expert, ensuring data accuracy, identifying issues proactively, and maintaining clean, audit-ready systems. • Identify gaps across workflows and design scalable, efficient solutions that improve accuracy, compliance, and user experience. • Respond to Tier 1 and Tier 2 questions, identify trends, and enhance self-service resources to improve efficiency and employee experience. • Share knowledge, document processes, and flex across onboarding, core operations, and systems, reporting, and compliance work as needed, contributing to a strong, scalable People Operations function.

Role Description The Sr. Manager, People Experience leads a team of HR Business Partners who support Topgolf venue operations across assigned markets. This role serves as the strategic people partner to field and venue leadership, driving talent cycle execution, team members experience, and HR partnership across high-volume, high-energy venue environments. From regional leaders to frontline team members, this role ensures our venues have the HR support they need to grow, perform, and retain great people. What You Will Do - Lead and Develop the Field HR Team - Provide guidance and direction to a team of venue-facing HR Business Partners across assigned markets. - Manage performance through consistent coaching, feedback, and accountability to ensure role expectations and service standards are met. - Create an environment where each team member's strengths are leveraged and their development is prioritized. - Build a high-performing field HR team that is visible, trusted, and deeply embedded in the venues they support. - Partner Strategically with Venue and Field Leadership - Partner with general managers and regional leaders to identify and address people opportunities tied to venue performance. - Influence leadership decision-making across headcount planning, talent acquisition, performance management, development, engagement, and compensation. - Drive and execute career and leadership development efforts that build bench strength at the venue and market level. - Serve as a trusted advisor who helps venue leaders make better decisions faster. - Collaboration Across HR - Identify venue-level trends and business needs that should influence HR program design, rollout timing, and prioritization. - Consult with subject matter experts including associate relations, compliance, compensation, talent acquisition, OD, and training to address challenges impacting venue performance. - Bridge the gap between field realities and Home Office HR initiatives, ensuring what gets delivered is relevant and practical for venue teams. - Champion Team Member Experience and Venue Culture - Partner with venue leadership to ensure onboarding and cultural assimilation experiences are positive, consistent, and set team members up for success. - Serve as an accessible, unbiased resource for Associates to raise concerns, and surface those concerns appropriately with venue and regional leadership. - Model and reinforce Topgolf's culture and values in every venue interaction, helping build environments where team members want to stay and grow. - Deliver Training and Development in the Field - Partner with centers of excellence to deliver training across leadership development, compliance, culture, and engagement to venue populations. - Serve as the on-the-ground point of contact for training content, addressing questions and supporting skill application at the venue level. - Identify capability gaps in venue leadership and connect teams to the right development resources to close them. Core Competencies for Success - Drives Results - Consistently achieving results, even under tough circumstances. - Pushes the field HR team to deliver meaningful outcomes for venues, not just complete administrative tasks. - Drives a track record of success through talent cycle execution, venue partnership, and team performance. - Fosters a sense of urgency and accountability for supporting venue priorities across assigned markets. - Leads the team to persist and deliver quality HR support even during high-volume periods or periods of operational change. - Builds Effective Teams - Develops venue-facing HR Business Partners into trusted, high-performing field partners through regular coaching and development. - Communicates clear goals, roles, and expectations to a geographically distributed team. - Ensures the team has the right skills and creates space for individual strengths to show up in the venues they support. - Rewards team contributions and builds a culture of accountability, collaboration, and continuous improvement. - Communicates Effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences. - Adjusts communication style and content to the audience from hourly Associates to General Managers to senior field leadership. - Breaks down communication barriers between venue teams, the People Team, and HR centers of excellence. - Encourages candid dialogue across the team and with the venue leaders and team members they support. - Practices active listening to understand what leaders and Associates on the floor need before offering solutions. - Decision Quality - Making good and timely decisions that keep the organization moving forward. - Synthesizes venue context, people data, and HR expertise to guide field leaders toward sound people decisions. - Is willing to make and stand behind tough recommendations, even in high-pressure or emotionally charged venue situations. - Holds others accountable for making decisions consistent with policy, values, and sound reasoning. - Knows when to act independently, when to escalate, and when to bring in the right subject matter expert. Qualifications - Bachelor’s degree in human resources, Business Administration, or a related field required. - SHRM-SCP, SPHR, or equivalent certification preferred. - 7+ years of progressive HR experience within a fast-paced organization, preferably in hospitality, entertainment, or retail operations. - 5+ years of HR Business Partner experience supporting field or venue-based operations. - 5+ years of people leadership experience with direct reports. - Strong understanding of employment law, associate relations, and HR compliance in multi-state environments. - Proficient knowledge of adult development, learning, and performance improvement principles. - Demonstrated ability to build credibility and influence with field and venue leaders at all levels. - Proficiency in Microsoft Office: Excel, Outlook, PowerPoint, and Word. Benefits - Free Play & 1/2 price food! - Health, dental, vision, 401(k) playmaker match, free mental well-being platform – and that’s just for starters for those who qualify.

Role Description In this role, you’ll serve as a trusted partner to operational leaders—helping shape culture, strengthen leadership teams, improve employee engagement, and drive people strategies that support organizational growth and success. This is an opportunity to make a real impact while partnering closely with leaders across a growing national healthcare organization. What You’ll Do - Partner with operational leaders to support people and culture strategies - Coach leaders on employee relations, performance management, and talent development - Support recruiting, retention, succession planning, and workforce planning initiatives - Analyze people metrics and KPIs to identify trends and opportunities - Partner with enterprise People Services teams to support employee experience initiatives - Help drive engagement, onboarding, recognition, and leadership development efforts Qualifications - Bachelor’s degree in HR or related field (or equivalent experience) - 5+ years of HR / People Services experience - Experience supporting leaders in a strategic HRBP capacity preferred - Strong relationship-building, communication, and coaching skills - Ability to use data and people metrics to drive decisions - High level of professionalism, discretion, and business acumen - SHRM certification preferred Requirements - This is a full-time remote position open to candidates residing within the United States. - Little to no travel required. Benefits - Fully remote work environment - Mission-driven, collaborative culture - Opportunity to influence leaders and organizational strategy - Comprehensive benefits package including Medical, Dental, Vision, 401K, PTO, Disability & Life Insurance - Access to CareATC clinic services and medications at little to no cost for you and your dependents - Wellness program and employee support resources - Annual Salary Range: $90,000 to $110,000 annually, based on experience, qualifications