HR Business Partner– Product and… at Western Digital · San Jose

Company Description

WD is building the infrastructure behind the AI-driven data economy.

As AI scales, so does data. Every interaction, every model, every system generates data that must be stored, managed, and made accessible over time. That’s where we come in.

We combine deep engineering expertise with global-scale manufacturing to deliver the storage systems that make AI possible, powering hyperscale data centers, cloud platforms, and enterprise infrastructure worldwide.

This isn’t theoretical work. It’s real systems, at real scale, people solving some of the hardest challenges in technology today.

We’re looking for people who want to build, solve, and operate at that level.

Join us and let’s shape the future of data.

Job Description

Come join the HRBP team at WD! As an HR Business Partner, you will provide strategic people consultation across our Product and Engineering organization in the U.S, and in partnership with leadership across the global organization. This role will own and drive the talent strategy for aligned client groups, translating business plans into talent, engagement, and organizational planning.

You will serve as a trusted advisor and thought partner to senior leaders, helping them build the organization, capabilities and leadership needed to deliver their business priorities. If you thrive in a fast-paced, dynamic environment, enjoy developing people-first experiences and are eager to take on new challenges with urgency and enthusiasm, this could be the opportunity for you.

Success in this role requires strong business acumen, an understanding of Product and Engineering organizations, and the ability to connect enterprise talent programs to practical business needs. Strong partnerships across HR Centers of Excellence and global teams will be critical.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Act as a trusted advisor and leadership coach to senior leaders

• Facilitate and drive the talent strategy for assigned Product and Engineering client groups in support of the business strategy.

• Partner with Sr. Directors and VP's to translate business priorities into workforce plans, talent initiatives, and employee engagement actions supported by people analytics and business data.

• Diagnose workforce needs and capability gaps using data and business insights to inform workforce planning, organization design, culture, succession planning and leader development.

• Coach and influence senior leaders on leadership effectiveness, team development, organization health, and complex people decisions.

• Bring an understanding of Product and Engineering operating models, including product roadmaps, go-to-market priorities and enterprise technology delivery, to shape practical people solutions.

• Operationalize the talent strategy with an enterprise mindset, strong execution rigor, effective change management and a high degree of collaboration across the HR ecosystem.

• Identify emerging talent and organization risks, recommend solutions and partner with leaders to drive actions through completion.

• Maintain a pulse on employee experience through engagement surveys, listening mechanisms, attrition analysis, workforce dashboards, and organizational health metrics; partner with leaders to develop targeted action plans.

Influence the design and adoption of enterprise talent programs

• Drive integrated talent management programs within aligned organizations, including goal setting, performance management, development conversations, succession planning and rewards.

• Partner with leaders on strategic workforce planning, including critical skills, future capability needs and internal and external talent pipelines.

• Coordinate and manage the deployment of enterprise HR programs across the Product organization, ensuring consistent execution, stakeholder alignment, communication effectiveness, and measurable outcomes.

• Collaborate with Talent Acquisition, Talent Management, Total Rewards, People Analytics, Employee Relations and other Centers of Excellence to deliver integrated solutions and optimize business value.

• Leverage AI and emerging technologies to enhance HRBP effectiveness, streamline work, improve decision-making, and increase organizational impact through data-driven and scalable people solutions.

Qualifications

REQUIRED

• Bachelor's degree in Business, Human Resources or a related field, or equivalent practical experience; master's degree or relevant certification preferred.

• 6-8 years of experience in Human Resources

• 3+ years of experience as an HR Business Partner in a complex organization, or relevant experience in HR or organization development consulting.

• Experience coaching and influencing senior leaders

• Strong business acumen and working knowledge of Product and Engineering organizations; supporting technical organizations is strongly preferred.

• Data fluency and the ability to translate workforce and people insights into clear, practical recommendations.

• Experience applying AI, automation, and technology-enabled solutions to solve business challenges, generate insights, and improve organizational effectiveness.

SKILLS

• Excellent communication, executive presentation

• Experience working across global teams and adapting approaches across geographies and cultures.

• A continuous learner who demonstrates agility, resilience and sound judgment through ambiguity and change.

• Results-oriented, resourceful and accountable, with a collaborative and hands-on working style.

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 their race, color, ancestry, religion (including religious dress and grooming standards), sex (including pregnancy, childbirth or related medical conditions, breastfeeding or related medical conditions), gender (including a person’s gender identity, gender expression, and gender-related appearance and behavior, whether or not stereotypically associated with the person’s assigned sex at birth), age, national origin, sexual orientation, medical condition, marital status (including domestic partnership status), physical disability, mental disability, medical condition, genetic information, protected medical and family care leave, Civil Air Patrol status, military and veteran status, or other legally 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. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We believe the fusion of various perspectives results in the best outcomes for our employees, our company, our customers, and the world around us. 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. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

Based on our experience, we anticipate that the application deadline will be 1/26/27, although we reserve the right to close the application process sooner if we hire an applicant for this position before the application deadline. If we are not able to hire someone from this role before the application deadline, we will update this posting with a new anticipated application deadline.

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Compensation & Benefits Details

• An employee’s pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) 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 to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. 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 your 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 any such requests, please report it immediately to WD Ethics Helpline or email compliance@wdc.com.