The Director, HR Business Partner will lead a small team of HRBPs and will partner with senior leaders of SailPoint (VPs and Directors) along with their respective leadership teams to develop and execute strategies that foster organizational and people effectiveness. This role will be able to understand priorities and translate them into an HR agenda that supports the business as it grows rapidly. In this role, the Director, HR Business Partners will serve as a liaison between the business and the People and Places teams to assess the needs in areas such as performance management, employee relations, compensation, retention, staffing, career development and leadership development.


The path to success:

To set the right foundation, our most successful hires achieve the following during their first month with the company.


  • Clearly articulate SailPoint’s industry, history, culture, mission, vision, values, strategic objectives, and how the People and Places team contributes to the organization’s success
  • Develop a meeting cadence with key stakeholders, including senior leadership, direct reports, team members, and cross-functional partners, and understand their perspectives and priorities.
  • Solicit feedback from key stakeholders and business leaders on org performance and contribution (Stop, Start, Continue)


Building on that foundation and demonstrating a high level of activity & partnerships you should be able to achieve these milestones by the end of your first quarter. 


  • Ensure awareness of and adherence cultural expectations and guiding operating principles.
  • In conjunction with functional area Leadership, conduct a thorough assessment of each teams’ talent management processes, systems, and current challenges. Presents areas of strength and opportunities for improvement through a SOAR framework to aligned leadership.
  • In cooperation with your peers, define short-term and long-range goals for the HRBP team that align with SailPoint’s strategic priorities.
  • Create action plans outlining the major operational steps needed to achieve your goals, including timelines, resource requirements, and key performance indicators (KPIs) for measuring progress.
  • Obtain leadership’s buy-in for your vision, goals, and broad action plan.


By the end of your second quarter, in addition to the attainment and continued development of your Q1 activities, the top performing HR Business Partner Leader will:


For yourself and your team:

  • Evaluate the skills, strengths, and development needs of your people. Identify any gaps in capacity and/or capability needed to achieve your goals.
  • Clarify roles, responsibilities, and expectations for each team member to ensure alignment with organizational goals and priorities.
  • Identify opportunities for deeper collaboration and partnership with other functions and create the operating dynamics to drive mutual success


For your aligned functional areas:

  • Ensure familiarity with functional area Top Talent and any associated opportunities/ risks
  • Regularly present progress updates, successes, challenges, and upcoming initiatives to your manager.
  • Present an evaluation of the effectiveness of your strategies and action plans, highlighting necessary adjustments as needed based on lessons learned and changes in the business environment to your Manager.
  • Articulate long-range thinking about changing priorities and initiatives for the next phase of your leadership role (12-18 months) based on your assessment and insights gained during your first 6 months.
  • #LI-KJ1
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