Director, HRBP – Engineering

Chainalysis Inc.

Director, HR Business Partner serving as strategic partner for R&D at Chainalysis. Leading workforce planning and talent strategy during technology-driven transformation.

Posted 7/15/2026full-timeRemote • California, New York • 🇺🇸 United StatesLead💰 $149,000 - $283,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates expertise in strategic HR partnership within technical organizations, focusing on organizational design, talent strategy, and AI transformation. Leverages people analytics to enhance organizational health and drive effective change management in high-growth environments.

Highest-signal resume keywords

Strategic HR Business PartneringOrganizational DesignPeople AnalyticsAI TransformationTalent Strategy

ATS Keywords

Tailor your resume

Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills

Workforce PlanningSuccession PlanningPerformance ManagementChange ManagementOrganizational Diagnostics

Soft Skills

Executive PresenceCoachingInfluenceCollaborationEmpathy

Industry Keywords

R&DEngineering CultureTechnical OrganizationsHigh-Growth Technology CompaniesAI-Augmented Productivity

About the role

Key responsibilities & impact

Serve as a strategic partner to the Head of R&D and R&D's senior leadership, building and embedding our people strategy to accelerate Chainalysis's transformation to an intelligence company
Lead organizational design and change management across R&D as teams evolve to support new operating models. Understand the distinct workflows and the different operating rhythms of platform engineering, data science, research, product, design, and support. Partner with leadership to design structures that optimize for velocity, ownership, autonomy, and cross-functional collaboration
Drive the people side of AI transformation; help leaders understand how AI-augmented productivity is reshaping engineering roles, team sizes, and career trajectories. Evolve technical career frameworks and leveling to reflect the shift toward AI-native development and increased individual ownership
Own workforce planning and talent strategy for R&D, including succession planning, critical-role identification, and retention strategies for deeply specialized technical talent in a competitive market (blockchain, cryptography, data science, security), across our core technology hubs (NYC, Aarhus, and Tel Aviv). Partner with R&D leadership and Finance to ensure organizational design and headcount decisions balance growth investment with operational efficiency and cost discipline
Coach and challenge senior technical leaders on organizational health, performance management, team effectiveness, and employee relations, bringing both data and empathy to difficult conversations. Hold leaders accountable to Chainalysis's cultural standards as the organization scales
Help redefine R&D's operating rhythm and cultural standards; partner with the Head of R&D to reinforce an execution-oriented culture built on pride in craft, operational rigor, urgency, and transparency. Support the people dimensions of OKR-driven planning, quarterly business reviews, and structured accountability across a global, hybrid organization
Use data to see around corners; leverage people analytics to diagnose organizational health, identify attrition risks, and surface trends before they become systemic. Bring the same analytical rigor to people decisions that R&D brings to technical ones

Requirements

What you’ll need

10+ years of progressive HR/People experience, with at least 5 years as a strategic HRBP supporting engineering, R&D, or other deeply technical global organizations at high-growth technology companies with strong engineering cultures
Experience scaling an R&D organization through a period of rapid growth; you've been part of the journey as a technical organization of 200+ grew meaningfully in size and complexity, supporting ambitious revenue targets; you know what breaks at each stage of scaling, how roles and structures need to evolve in real-time, and how to build the people infrastructure to support a business that's growing fast
A builder's mindset - you can collaborate and create frameworks, programs, and approaches from scratch rather than waiting for a playbook. You approach people systems with the same iterative, build-and-improve mentality as the engineers you support
A deep understanding of how technical organizations operate and how AI is reshaping work; you can speak credibly about engineering workflows, product development lifecycles, platform vs. product team structures, and the distinct cultures of engineering, data science, and research. You have a point of view on how AI is changing the tech landscape, how it changes the nature of engineering work and team composition, to how it can be leveraged to reduce friction in people operations.
Executive Presence, Analytics, and Influence; you demonstrate high-trust coaching and executive presence, holding the line on what’s right for the organization while challenging leaders constructively. You pair this with strong analytical capabilities, using people data and organizational diagnostics to drive action. As a senior individual contributor, you lead through influence, credibility, and the quality of your thinking rather than positional authority—proving equally adept at presenting to the executive team and sitting with a first-time engineering manager to navigate complex, high-stakes situations.

Benefits

Comp & perks

Offers Equity
Offers Bonus