Director, Human Resources Business Partner, R&D

• Build and drive a people strategy for R&D that connects directly to the function's business priorities, reflecting the unique talent dynamics and complexity of a multidisciplinary organization, including science, software, hardware, manufacturing and quality
• Partner with R&D senior leaders on org design, workforce planning and change management to shape the thinking and influence the direction rather than just running the process
• Build trust and credibility with R&D leaders, becoming the person they turn to when the situation is sensitive, complex, or genuinely unclear
• Coach and challenge senior leaders in a way that makes them better, identifying leadership gaps early and partnering on development that is specific and actionable
• Own the talent strategy for R&D: partnering with TA to attract specialized scientific talent, and leading how we develop, retain, and make hard calls when performance needs to be addressed
• Ground every people recommendation in data and business context, bringing commercial and financial discipline to decisions and advocating for what the business needs over the long term
• Maintain a genuine pulse on the R&D organization, surfacing what's driving engagement and what leaders may not be seeing
• Investigate employee relations issues with care and sound judgment, addressing them early and consistently with our values
• Partner with fellow HR leaders to ensure the people strategy is coherent across 10x, bringing the R&D perspective into company-wide conversations
• Mentor and develop other HRBPs, building capability across the function through how you work and the judgment you share

• 12+ years as a senior HRBP in a fast-paced, global technology or life science environment, with direct experience supporting R&D, Engineering, or scientific and technical organizations
• A demonstrated ability to influence senior leaders on the decisions that matter, org design, workforce planning, leadership effectiveness and a track record of building the credibility to be in those conversations
• Strong commercial acumen, you understand the business well enough to push back on it, and you bring financial and strategic discipline to every people recommendation
• Fluent in data and comfortable with AI tools, you use both to bring sharper, more actionable insights to complex organizational questions
• Comfortable navigating ambiguity and competing priorities in a matrixed environment, and experienced at building capability in the HR function around you
• Experience supporting mergers, acquisitions, or integrations is a plus
• Bachelor's degree or equivalent experience
• Limited travel required, approximately 5%

Experience supporting mergers, acquisitions, or integrations is a plus

• Equity grants
• Comprehensive health and retirement benefit programs
• Annual bonus program or sales incentive program
• Health Package
• Easy-to-use Benefits that promote wellbeing
• Family oriented policies like parental leave and other benefits
• Generous Time Off
• Award-Winning Workplace