About the Role

At Abnormal Security, we’re on a mission to stop cyber-attacks - an increasingly challenging feat given the continuing rise in volume and sophistication of attacks. To achieve our mission, we need high caliber talent and teams across every discipline and a culture that lets us work together exceptionally well to out-innovate the attackers with best-in-class products that protect our customers.  

As a key member of the People leadership team, the Senior People Business Partner for R&D is responsible for aligning people strategies with the business objectives of Abnormal Security's R&D organization. This role serves as the primary liaison between the R&D and People teams, ensuring seamless integration of HR practices with the R&D’s talent engine. The Senior People Business Partner will drive initiatives that enable R&D managers and employees to perform at their best, supporting Abnormal's mission to protect customers from cybersecurity threats.

We are looking for a highly organized, self-starter that can navigate in a dynamic environment, execute with speed, and manage through change and rapid growth as we scale the organization from a few hundred to a few thousand.  This role will report to Abnormal Security’s Chief People Officer, working in tight partnership with the company’s CTO and be an integral part of the R&D leadership team to develop and execute people strategies for our R&D organization.

What you will do 

1. R&D and People Team Interlock: 
1. Serve as the primary point of contact between R&D and the People team for all HR-related matters
2. Partner with the company’s CTO and R&D leadership team to build programs that scale the organization, create high performing teams, and develop best in class leaders
2. Performance Management and Manager Enablement
1. Oversee performance management processes tailored to R&D's unique structure and needs
2. Design, implement, and continuously improve performance management processes aligned with the R&D Engine's principles
3. Develop and deliver manager training programs, with a focus on Engineering Managers (EMs) and Technical Leads (TLs)
4. Create and maintain resources for managers to effectively lead their teams within the Division/Standing Team structure
5. Ensure performance management practices support the Roadmap and Weekly Update processes
3. Compensation and Rewards
1. Drive compensation strategies that attract and retain top R&D talent
2. Oversee the execution of compensation reviews, ensuring alignment with performance outcomes
3. Develop and maintain equity compensation programs that support R&D's retention and motivation goals
4. Educate R&D managers on compensation practices and equip them to have effective compensation conversations
4. Employee Experience and Engagement
1. Monitor and analyze employee engagement metrics, with a focus on reducing attrition
2. Develop strategies to improve employee Net Promoter Score (NPS) within R&D
3. Collaborate with R&D leadership to ensure the Talent Intranet effectively supports career development and recognition
4. Leverage people analytics and trained instincts to anticipate issues or opportunities and bring data-driven solutions that move the needle for the R&D organization
5. Organizational Development
1. Partner with R&D leadership to design and implement organizational changes that support scaling from 500 to 2000+ employees
2. Ensure HR practices and policies align with Abnormal's remote-first culture
3. Advise on talent management strategies that support the growth of the R&D organization
6. Strategic HR Initiatives
1. Proactively identify opportunities to improve HR processes and programs within R&D
2. Lead the development and implementation of R&D-specific HR initiatives
3. Ensure all HR initiatives align with and support the R&D Engine's principles and processes
7. R&D Leadership Support
1. Serve as a trusted advisor to the CTO, Head of R&D, and R&D leadership team on people-related matters
2. Lead manager enablement initiatives for R&D leadership
3. Provide regular updates and insights on HR metrics, trends, and initiatives relevant to R&D
4. Support R&D leaders in fostering a culture that embodies Abnormal's VOICE values

Must Haves 

• Bachelor's degree in Human Resources, Business Administration, or related field
• 8+ years of progressive HR experience, with at least 5 years in an HR Business Partnering role
• Minimum 3 years of experience in a high-growth, enterprise SaaS company
• Deep understanding of HR best practices in tech companies, particularly in R&D organizations
• Strong knowledge of compensation practices, including equity compensation
• Experience with performance management systems and manager enablement programs
• Familiarity with remote-first work environments and associated people, team and culture challenges
• Strong Program Management skills to design and deliver people initiatives with flawless execution; ability to set priorities, stay focused, and manage time effectively to get results
• Strong analytical skills with the ability to translate data into actionable insights and recommend data-driven solutions
• Outstanding communication and interpersonal skills, with the ability to build empathy, inspire action, and influence at all levels of the organization
• Proven ability to establish strong relationships at all levels and across functions within the organization
• Proactive ownership: Takes initiative to identify and address HR needs before they become issues
• Strategic thinking: Able to connect HR initiatives to broader business objectives
• Adaptability: Thrives in a fast-paced, rapidly changing environment
• Customer-centric mindset: Understands the importance of R&D's role in serving Abnormal's customers
• Collaborative spirit: Works effectively across teams and functions to drive results
• Continuous learning: Stays up-to-date with HR trends and best practices in the tech industry
• Highest levels of integrity, professionalism, confidentiality, standards of excellence and the ability to thrive in a fast paced and dynamic environment

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