Associate Vice President, HR Business Partner

Perforce Software

Senior Director, HR Business Partner at Perforce leading HR strategy and team development for global business success. Expertise in organizational design, talent development, and change management vital.

Posted 5/20/2026full-time🇺🇸 United StatesJuniorMid-Level💰 $160,800 - $220,000 per yearWebsite

About the role

Key responsibilities & impact

Serve as a trusted executive advisor to senior business leaders across Perforce's global business units, providing counsel on organizational effectiveness, workforce strategy, and people-related risks.
Translate business strategy into integrated HR programs, aligning talent acquisition pipelines, leadership development, succession planning, and retention strategies to organizational goals on a global scale.
Partner with the CPO and C-suite to design and implement enterprise-wide people strategies that support Perforce's growth trajectory, M&A activity, and evolving organizational structure maturation.
Lead executive-level organizational design and restructuring initiatives, ensuring structural alignment with business priorities while minimizing disruption and maximizing employee experience, standardizing span of control globally.
Lead, mentor, and develop a high-performing team of regional and strategic HR Business Partners, setting clear direction, performance expectations, and professional growth plans.
Establish a consistent HRBP operating model and governance framework across all regions, ensuring unified execution of global HR programs with appropriate local adaptation.
Build and sustain cross-functional partnerships with Centers of Excellence (CoEs) including Talent Acquisition, Total Rewards, L&D, Communications & Culture, and HR Operations to deliver integrated people solutions.
Own the global talent management strategy and execution, including talent reviews, succession planning, high-potential identification, and leadership pipeline development.
Design and lead organizational development initiatives including change management programs, messaging, and resources to support evolving business needs.
Champion Perforce's performance management philosophy, driving continuous improvement and calibration processes that build a high-performance culture grounded in accountability and growth.
Lead workforce planning and organizational analytics, leveraging people data and insights to anticipate talent gaps, inform headcount decisions, and drive proactive talent strategies.
Oversee career architecture, role clarity, and competency framework development to support internal mobility and scalable growth.
Lead the organization through upskilling change management aligned to a broad, global AI strategy supporting all functions’ growth in AI fluency.
Lead enterprise change management for major organizational transformations, M&A integrations, and strategic restructuring efforts, ensuring people-first approaches throughout.
Act as a champion for Perforce's culture and values and ensure initiatives support inclusion, belonging, and employee well-being at every stage of the employee lifecycle.
Monitor and respond to employee sentiment through engagement survey data, stay/exit interviews, and listening channels. Translate insights into targeted action plans with measurable outcomes.
Partner with Communications & Culture team to develop compelling internal narratives that support organizational change and build alignment across the global workforce.
Ensure consistent application of HR policies, employment law compliance, and risk mitigation across all geographies in which Perforce operates.
Partner with Legal and HR Operations to oversee complex employee relations matters, investigations, and employment disputes, particularly for senior-level or cross-jurisdictional cases.
Ensure HRBP team readiness for regulatory changes, geographic expansion, and workforce compliance requirements.

Requirements

What you’ll need

12+ years of progressive HR experience, with a minimum of 5 years in a senior HR Business Partner or HR leadership role at the Director level or above.
Demonstrated experience leading and developing geographically distributed HRBP teams in a global, matrixed organization.
Proven track record of designing and executing global talent management, succession planning, and organizational development programs that delivered measurable business outcomes.
Deep expertise in organizational design, workforce planning, change management, and executive coaching.
Experience supporting technology or software companies in high-growth environments, including M&A integration experience.
Exceptional executive presence and influencing skills — ability to counsel and challenge senior leaders with confidence, credibility, data, and empathy.
Strong data literacy with the ability to leverage people analytics to diagnose trends, build business cases, and guide strategic decisions.
Bachelor's degree in Human Resources or Business Administration, or a related field.
Master's degree or MBA with an HR or Organizational Development focus. (Preferred)
SHRM-SCP, SPHR, or equivalent senior HR certification. (Preferred)
Familiarity with HR technology ecosystems including Workday, Lattice, or similar platforms. (Preferred)
Experience operating within private equity-backed or publicly traded software companies. (Preferred)

Benefits

Comp & perks

medical
dental
vision
retirement benefits
life insurance
wellness programs
total time off
other employee perks

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

organizational designworkforce planningchange managementexecutive coachingtalent managementsuccession planningpeople analyticsemployee relationsperformance managementcareer architecture

Soft Skills

executive presenceinfluencing skillscounselingcredibilitydata literacyempathymentoringcross-functional partnershipcommunicationleadership

Certifications

SHRM-SCPSPHRBachelor's degree in Human ResourcesMaster's degree in HRMBA with HR focus