Director, HRBP Legal & Finance
WD, San Jose, CA, United States
Director HRBP, Legal & Finance
Come join the HRBP team at WD! We are looking for a strategic Director HRBP to partner with executives in our Legal and Finance organizations, reporting to the Vice President, HRBP for SG&A and collaborating closely with current HRBP team members. This hybrid role is based in San Jose, CA. We meet three days a week to collaborate and connect.
Essential Duties & Responsibilities
Partner with Executive level business leaders to understand business priorities and translate them into people strategies.
Influence decision-making through data, insights and organizational best practices.
Serve as a trusted advisor on leadership effectiveness, team development and change management.
Partner across workforce planning and organizational design discussions to ensure the right structure, capabilities and talent for the future.
Leverage people analytics to identify trends, risks and opportunities across the organization.
Connect global design process and go-to-market partnerships to practical, scalable people process.
Monitor organizational health metrics and implement action plans in partnership with leaders.
Ensure consistent, high-quality HR delivery across the organization.
Qualifications – Required
Extensive progressive HR experience, including significant time in a business partnering role supporting Executives.
Strategic Partnering Skills: Proven ability to align people strategies with business objectives, influencing leaders and driving outcomes.
Global Mindset: Experience supporting international client groups – ability to adapt strategies across geographies and navigating matrixed and global teams.
Executive Presence and Communication: Exceptional influencing, facilitation and presentation skills; able to engage with senior executives confidently.
Business Acumen: Strong business acumen with a solid understanding of Legal and Finance functions, enabling alignment of people strategies with regulatory, risk, compliance, and financial performance objectives.
Proactive vs. Reactive: Looks around corners to proactively identify challenges on a global scale, recommends solutions and drives solution to completion; translating work to direct business results.
Prioritization and Execution: Ability to assess competing business needs, identify what matters most, and focus resources on the highest impact initiatives. Skilled at balancing strategic priorities with operational demand.
Team Player: Always willing to roll up their sleeves, does not say “that’s not my job” and collaborates to get results.
Preferred Bachelor's Degree in Business or Human Resources or equivalent with Master's degree or relevant certification preferred.
Additional Information WD is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on a wide range of protected characteristics. We also prohibit harassment of any individual on any of the characteristics listed above. Our non‑discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the “Know Your Rights: Workplace Discrimination is Illegal” poster. Our pay transparency policy is available here.
WD thrives on the power and potential of diversity. We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution.
WD is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and our hiring process. Please contact us at
jobs.accommodations@wdc.com
to advise us of your accommodation request.
Based on our experience, we anticipate that the application deadline will
6/3/26 , although we reserve the right to close the application process sooner if we hire an applicant for this position before the application deadline.
Compensation & Benefits Details
An employee’s pay position within the salary range may be based on several factors including relevant education, qualifications, certifications, and experience; skills, ability, knowledge of the job; performance, contribution and results; geographic location; shift; internal and external equity; and business and organizational needs.
The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs performed in California, Colorado, New York or remote jobs that can be performed in those states. This range may be modified in the future.
If your position is non‑exempt, you are eligible for overtime pay pursuant to company policy and applicable laws. You may also be eligible for shift differential pay, depending on the shift to which you are assigned.
You will be eligible to be considered for bonuses under either WD’s Short Term Incentive Plan (STI Plan) or the Sales Incentive Plan (SIP) which provides incentive awards based on Company and individual performance, depending on your role and performance. You may be eligible to participate in our annual Long‑Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to WD's Standard Terms and Conditions for Restricted Stock Unit Awards.
We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax‑advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program; employee stock purchase plan; and the WD Savings 401(k) Plan.
Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.
Notice to Candidates Please be aware that WD and its subsidiaries will never request payment as a condition for applying for a position or receiving an offer of employment. Should you encounter such requests, please report it immediately to WD Ethics Helpline or email compliance@wdc.com.
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Essential Duties & Responsibilities
Partner with Executive level business leaders to understand business priorities and translate them into people strategies.
Influence decision-making through data, insights and organizational best practices.
Serve as a trusted advisor on leadership effectiveness, team development and change management.
Partner across workforce planning and organizational design discussions to ensure the right structure, capabilities and talent for the future.
Leverage people analytics to identify trends, risks and opportunities across the organization.
Connect global design process and go-to-market partnerships to practical, scalable people process.
Monitor organizational health metrics and implement action plans in partnership with leaders.
Ensure consistent, high-quality HR delivery across the organization.
Qualifications – Required
Extensive progressive HR experience, including significant time in a business partnering role supporting Executives.
Strategic Partnering Skills: Proven ability to align people strategies with business objectives, influencing leaders and driving outcomes.
Global Mindset: Experience supporting international client groups – ability to adapt strategies across geographies and navigating matrixed and global teams.
Executive Presence and Communication: Exceptional influencing, facilitation and presentation skills; able to engage with senior executives confidently.
Business Acumen: Strong business acumen with a solid understanding of Legal and Finance functions, enabling alignment of people strategies with regulatory, risk, compliance, and financial performance objectives.
Proactive vs. Reactive: Looks around corners to proactively identify challenges on a global scale, recommends solutions and drives solution to completion; translating work to direct business results.
Prioritization and Execution: Ability to assess competing business needs, identify what matters most, and focus resources on the highest impact initiatives. Skilled at balancing strategic priorities with operational demand.
Team Player: Always willing to roll up their sleeves, does not say “that’s not my job” and collaborates to get results.
Preferred Bachelor's Degree in Business or Human Resources or equivalent with Master's degree or relevant certification preferred.
Additional Information WD is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on a wide range of protected characteristics. We also prohibit harassment of any individual on any of the characteristics listed above. Our non‑discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the “Know Your Rights: Workplace Discrimination is Illegal” poster. Our pay transparency policy is available here.
WD thrives on the power and potential of diversity. We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution.
WD is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and our hiring process. Please contact us at
jobs.accommodations@wdc.com
to advise us of your accommodation request.
Based on our experience, we anticipate that the application deadline will
6/3/26 , although we reserve the right to close the application process sooner if we hire an applicant for this position before the application deadline.
Compensation & Benefits Details
An employee’s pay position within the salary range may be based on several factors including relevant education, qualifications, certifications, and experience; skills, ability, knowledge of the job; performance, contribution and results; geographic location; shift; internal and external equity; and business and organizational needs.
The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs performed in California, Colorado, New York or remote jobs that can be performed in those states. This range may be modified in the future.
If your position is non‑exempt, you are eligible for overtime pay pursuant to company policy and applicable laws. You may also be eligible for shift differential pay, depending on the shift to which you are assigned.
You will be eligible to be considered for bonuses under either WD’s Short Term Incentive Plan (STI Plan) or the Sales Incentive Plan (SIP) which provides incentive awards based on Company and individual performance, depending on your role and performance. You may be eligible to participate in our annual Long‑Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to WD's Standard Terms and Conditions for Restricted Stock Unit Awards.
We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax‑advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program; employee stock purchase plan; and the WD Savings 401(k) Plan.
Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.
Notice to Candidates Please be aware that WD and its subsidiaries will never request payment as a condition for applying for a position or receiving an offer of employment. Should you encounter such requests, please report it immediately to WD Ethics Helpline or email compliance@wdc.com.
#J-18808-Ljbffr