People Business Partner Director, Brex

• 8+ years of experience across People Business Partnering or related functions, with significant experience supporting Engineering or technical organizations
• Proven experience partnering with C-level or senior executives (CTO, VP Eng, or equivalent)
• Demonstrated ability to lead org design and transformation efforts in high-growth or complex environments
• Strong track record of influencing senior leaders and driving change in ambiguous and high-stakes situations
• Deep understanding of what great looks like in engineering organizations (structure, talent, leadership, and scaling challenges)
• Exceptional judgment, business acumen, and ability to connect people strategy to business outcomes
• Clear, concise communicator who can simplify complex topics and drive alignment across stakeholders
• Active interest in and experimentation with AI tools in HR contexts; ability to identify where AI can meaningfully improve people processes

Desirable

• The People Team at Brex keeps our company and culture growing. We’re curious, optimistic, and pragmatic, and we work across all parts of Brex to solve organizational challenges for years to come
• We focus on bringing great people to the company and providing the tools and resources to empower individual and team success
• Above all, we help build an authentic, inclusive environment where our team members can grow and make an impact
• As the People Business Partner Director supporting Engineering, you will serve as a trusted partner to our CTO and Engineering leadership team, shaping the organization, leadership, and talent strategy that enables Brex to scale its technical capabilities
• You will operate as a mini CPO for your client group, ensuring we are building a high-performing, durable engineering organization as we scale
• Serve as a thought partner and advisor to the CTO and Engineering Managers, helping shape long-term organizational design and health
• Translate business and technical strategy into clear people and org implications, proactively identifying risks and opportunities
• Coach leaders on building high-performing teams, including hiring profiles, succession planning, and internal mobility
• Lead org design efforts including defining structure, driving communication plans, and owning execution through rollout
• Drive clarity around roles, scope, and leveling, ensuring consistency and rigor across Engineering
• Act as a connector across functions to drive alignment and execution at scale
• Proactively scope and drive programs in partnership with Comp, Talent Management, and other functions, ensuring Engineering's context and input shapes the right decisions and that leaders stay informed of changes that affect them
• Actively experiment with and champion AI-powered approaches to people processes, helping Brex pioneer more effective and efficient ways of working across the HR function
• What success looks like:
• Engineering has a clear, scalable org structure aligned to company priorities
• Leaders are operating at a higher bar, making better decisions faster and with greater accountability
• Talent density improves, with stronger hiring, clearer expectations, and proactive talent management
• The CTO and leadership team view you as a trusted advisor
• You influence not just Engineering, but how Brex thinks about building and scaling high-performing organizations overall