Vice President, People Business Partner

The team: At Datadog, the People team works closely with leaders and employees to improve how we hire, develop, and support our people as the company grows. People Business Partners combine a strong understanding of the business with sound judgment, data, and People expertise to help leaders build effective organizations and maintain a high-performing culture.

The opportunity: Datadog is seeking a global Vice President, People Business Partner to lead People support for our Engineering organization. This role will manage a team of People Business Partners, including people managers and individual contributors, and serve as a key partner to our CTO and Engineering leadership team. You will set the direction for People Business Partnership across Engineering and help leaders anticipate the organizational and talent needs of a large, global technical organization.

What You'll Do:

• Lead and develop a global team of People Business Partners, including people managers and individual contributors, setting clear priorities, expectations, and standards for the organization
• Serve as a trusted partner to the CTO and Engineering leadership team on organizational, leadership, and talent matters
• Develop a deep understanding of Datadog's business, technology, Engineering organization, and the talent required to support its continued growth
• Help leaders design organizations that can scale, with clear leadership structures, roles, accountabilities, and decision-making
• Partner with Engineering leadership to continue driving the organization's AI transformation, including how AI changes engineering work, technical capabilities, team design, and workforce needs
• Lead workforce and headcount planning across Engineering, including decisions related to organizational shape, level mix, critical capabilities, location, and allocation of talent
• Advise leaders on succession planning, leadership effectiveness, performance, compensation, retention, internal mobility, and employee engagement
• Anticipate organizational risks and talent needs, bringing forward clear recommendations before issues become barriers to the business
• Use people and business data to identify trends, test assumptions, and influence decisions across the Engineering organization
• Coach senior Engineering leaders as they build their organizations, navigate change, and strengthen the performance of their teams
• Ensure Engineering's career paths, talent practices, and manager expectations remain clear, scalable, and connected to the needs of the organization
• Oversee complex and sensitive employee relations matters, balancing business needs, employee experience, consistency, and risk
• Partner with People Centers of Excellence and Recruiting to shape company programs and ensure they address the needs of a large, technically complex organization
• Ensure core People processes,including performance feedback, talent review, compensation, workforce planning, and engagement planning,are executed effectively across Engineering
• Identify systemic issues across the organization and develop scalable solutions rather than addressing the same problems team by team
• Strengthen the effectiveness of the PBP team by developing its leaders, removing barriers, and creating consistent ways of working
• Contribute as a member of the People leadership team and help shape broader People priorities and practices across Datadog

Who You are:

• An experienced People leader with at least 15 years of progressive HR or People Business Partner experience, including significant experience leading teams
• Experienced managing people managers and building strong, layered People Business Partner teams
• A trusted partner to C-level executives, with the judgment and credibility to influence significant organizational and talent decisions
• Experienced supporting a complex, global organization through periods of significant growth and change
• Experienced working with a large-scale Engineering organization; experience supporting a global Engineering population of several thousand employees is highly preferred
• Comfortable working with technical leaders and able to develop a strong understanding of Engineering organizations, talent, and operating models
• Deeply experienced in organizational design, workforce planning, executive succession, talent management, performance management, compensation, change management, and employee relations
• Able to connect business and technology priorities to clear people plans and drive execution through others
• Highly analytical and able to use data to identify patterns, challenge assumptions, and make practical recommendations
• Skilled at identifying systemic issues and developing solutions that can scale across a large organization
• Comfortable navigating ambiguity, competing priorities, and sensitive situations with sound judgment and calm
• A strong coach who can develop executives, senior leaders, people managers, and members of your own team
• Clear and direct in your communication, with the ability to influence while maintaining strong working relationships
• Able to operate at the executive level while remaining close enough to the organization to understand what is happening and where intervention is needed

Benefits and Growth:

• Generous and competitive benefits package
• New hire stock equity (RSUs) and employee stock purchase plan
• Continuous career development and pathing opportunities
• Product training to develop an in-depth understanding of our product and space
• Best in breed onboarding
• Internal mentor and buddy program cross-departmentally
• Friendly and inclusive workplace culture