Technology Human Resources Business Partner

Responsibilities

• Strategic Partnership & Organizational Design
• Serve as the trusted Human Capital advisor to the Chief Technology Officer and Technology leadership team on all people matters.
• Partner on team design, role architecture, workforce planning, and recruiting.
• Translate the Technology strategy into clear, measurable people priorities, and report progress against a defined scorecard.
• Anticipate organizational risks, continuity, culture, capability, and compliance, and proactively shape interventions.
• Change Management & Workforce Insights
• Apply structured change management practices to support the multi-year Technology Team strategic plan, including stakeholder communication, manager enablement, and adoption planning.
• Use people data (attrition, engagement, hiring funnel, span of control, internal mobility)to identify risks, surface insights, and inform leadership decisions.
• Build feedback mechanisms that allow the firm to learn quickly and adapt as the Technology organization evolves.
• Talent Acquisition & Onboarding
• Partner with the Recruiting team and external search partners on the hiring strategy.
• Support hiring managers on interview design, candidate assessment, and inclusive hiring practices.
• Co-own the onboarding program for new Technology hires, including mentor pairing, milestone check-ins, and early-tenure feedback loops.
• Support deliberate knowledge transfer when contractor scopes transition to employee roles, ensuring documentation, pair-working, and runbook standards are met.
• Team & Leadership Development
• Shape and steward a structured management development program for Technology managers - built in-house or in partnership with external providers - covering team development, performance conversations, delegation, feedback, and operating rhythms.
• Lead an annual team health assessment including qualitative 360 feedback from stakeholders and peers and partner with leaders to act on results.
• Coach Technology managers and senior individual contributors on difficult conversations, conflict resolution, and team effectiveness.
• Support succession planning and high-potential development across the Technology organization.
• Performance Management
• Partner with Technology leaders on the performance review cycle.
• Coach and train managers on effective feedback delivery, performance documentation, and the day-to-day practices that support fair and well-supported performance decisions.
• Advise managers on navigating complex performance situations, in partnership with senior Human Capital leadership and Legal.
• Help shape and operate the job architecture for Technology roles, including leveling, scope, and competency frameworks.
• Employee Relations
• Serve as a senior point of contact for sensitive employee relations matters within the Technology organization, exercising sound judgment and discretion.
• Advise managers on policy interpretation, conflict resolution, and employee concerns.
• Identify themes and patterns in employee relations matters and recommend systemic improvements.
• Cultural Integration
• Champion the Dodge & Cox culture within the Technology organization, helping leaders translate the firm's values - including collaboration and team decision-making, individual accountability, and continuous improvement - into everyday team practices and decisions.
• Design team-building, on-site, and connection rituals that preserve Dodge & Cox culture across locations.

Requirements

• Required
• Experience & Knowledge
• Ten or more years of Human Resources experience, with at least five years in an HR Business Partner or equivalent strategic HR role.
• Demonstrated experience partnering with technology, engineering, or product leadership in a complex, knowledge-intensive organization.
• Track record of leading meaningful organizational change-workforce model shifts, geogr

Benefits

Additional Information

Dodge & Cox is investing in the future of its Technology organization. As the firm continues to build and develop its technology capabilities, we are strengthening how we attract, develop, and support our people; deepening leadership, performance management, and team development practices to meet the demands of an evolving technology landscape. To support this work, we are looking to hire a Human Resources Business Partner (HRBP). The HRBP will serve as the primary people partner to the Chief Technology Officer and the Technology leadership team, with responsibility for talent strategy, organizational design, performance management practices, leadership development, employee relations, and the cultural integration of an evolving employee population across multiple locations. This is a hands-on, strategic, and highly visible role. The HRBP will work alongside Technology leadership to translate the technology team development roadmap into concrete people outcomes, while partnering closely with the broader Human Capital, Recruiting, Legal, and Compliance teams. The role reports to the Director of Human Capital & Administration.

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