[![Image]() Meet Jobicy Copilot — free AI autofill for job applications + remote job alerts ›](#) [All remote jobs](https://jobicy.com/jobs.md)Open role[![HackerOne logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/8937d355-221.png)](https://jobicy.com/company/hackerone.md)Remote opportunity at[HackerOne](https://jobicy.com/company/hackerone.md) # Senior Manager, Talent Strategy and HR Business Partnerships Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/hackerone.md)Share16 Sep 2026Published65Listing views5Application actions16 Oct 2026Apply before Opportunity details ## About this role. AI SummaryThis senior HR leadership role leads Talent Strategy Partners and serves as a strategic business partner to senior leaders across HackerOne. The position translates business priorities into workforce plans, organizational design recommendations, leadership development, and scalable talent-management practices. It owns key company-wide programs spanning performance management, succession planning, talent reviews, organizational effectiveness, and change support. The role requires data-driven decision-making, people leadership, cross-functional collaboration, and responsible adoption of AI-enabled HR workflows. It is a flexible remote role for candidates located near designated U.S. hubs. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 5/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThe role combines senior stakeholder influence, direct people leadership, organization-wide program ownership, and transformation work in a high-growth technology environment. Success requires navigating ambiguity while making evidence-based talent decisions that materially affect business execution. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job medianMarket rate$189,000US market range$160k–$220k0$242k AI insightThe disclosed annual base-compensation range is USD 170,100 to USD 207,900, with a midpoint of USD 189,000. This is competitive for a U.S.-based Senior Manager of Talent Strategy/HR Business Partnerships role at a SaaS or cybersecurity company; the estimated broader U.S. market range is USD 160,000 to USD 220,000 annually, varying by hub, company size, scope, and equity incentives. ## Core skills Skills and capabilities most closely associated with this opportunity. [HR business partnership](https://jobicy.com/jobs?search_keywords=HR%20business%20partnership.md)[Talent strategy](https://jobicy.com/jobs?search_keywords=Talent%20strategy.md)[People leadership](https://jobicy.com/jobs?search_keywords=People%20leadership.md)[Workforce planning](https://jobicy.com/jobs?search_keywords=Workforce%20planning.md)[Organizational design](https://jobicy.com/jobs?search_keywords=Organizational%20design.md)[Change management](https://jobicy.com/jobs?search_keywords=Change%20management.md)[Performance management](https://jobicy.com/jobs?search_keywords=Performance%20management.md)[Succession planning](https://jobicy.com/jobs?search_keywords=Succession%20planning.md)[Talent management](https://jobicy.com/jobs?search_keywords=Talent%20management.md)[HR analytics](https://jobicy.com/jobs?search_keywords=HR%20analytics.md) Sample interview questionsHow have you translated a business strategy into a workforce and talent plan?I start by clarifying the operating plan, critical capabilities, organizational constraints, and key business metrics. I then assess current workforce capacity, identify capability and leadership gaps, develop scenarios with leaders, and convert the selected approach into accountable hiring, development, succession, and change actions with measurable milestones. Describe a time you led leaders through significant organizational change. In a prior transformation, I partnered with executives to define the future-state operating model, decision rights, and communication plan. I equipped managers with consistent talking points, listening mechanisms, and transition support, then used employee feedback and operating metrics to address issues quickly and reinforce adoption. How would you improve the effectiveness of a team of Talent Strategy Partners? I would establish a clear partnership model with common expectations for strategic advising, data use, stakeholder management, and execution. I would pair that operating model with regular capability coaching, shared planning cadences, peer learning, and outcome measures that demonstrate the team's impact on organizational health and business performance. What workforce data do you rely on when advising senior business leaders? I combine headcount and hiring plans with attrition, internal mobility, span-of-control, performance, succession coverage, engagement, productivity, and compensation data. The most useful insights connect people indicators to business outcomes, while preserving appropriate privacy and avoiding overreliance on any single metric. How would you identify responsible AI opportunities within an HR function? I would prioritize high-volume, repeatable workflows where AI can improve speed or insight without replacing accountable human judgment, such as knowledge retrieval, process documentation, trend analysis, and manager self-service. Each use case should have clear data-governance controls, bias and accuracy review, employee transparency, and success metrics before scaling. HackerOne is a global leader in Continuous Threat Exposure Management (CTEM). The HackerOne Platform unites agentic AI solutions with the ingenuity of the world’s largest community of security researchers to continuously discover, validate, prioritize, and remediate exposures across code, cloud, and AI systems. Through solutions like bug bounty, vulnerability disclosure, agentic pentesting, AI red teaming, and code security, HackerOne delivers measurable, continuous reduction of cyber risk for enterprises. Industry leaders, including Anthropic, [Crypto.com](http://Crypto.com), General Motors, Goldman Sachs, Lufthansa, Uber, UK Ministry of Defence, and the U.S. Department of Defense, trust HackerOne to safeguard their digital ecosystems. HackerOne was recognized in Gartner’s Emerging Tech Impact Radar: AI Cybersecurity Ecosystem report for its leadership in AI Security Testing and has been named a Most Loved Workplace for Young Professionals (2024). HackerOne is at a pivotal inflection point in the security industry. Offensive security is no longer optional – it is the standard for forward-thinking companies that want to build trust and resilience in a world where AI-driven innovation and adversaries are moving faster than ever. With the industry shifting, HackerOne stands apart: we combine the ingenuity of the largest security research community with a best-in-class AI-powered platform, trusted by the world’s top organizations. HackerOne Values HackerOne is dedicated to fostering a strong and inclusive culture. HackerOne is Customer Obsessed and prioritizes customer outcomes in our decisions and actions. We Default to Disclosure by operating with transparency and integrity, ensuring trust and accountability. Employees, researchers, customers, and partners Win Together by fostering empowerment, inclusion, respect, and accountability. ### Senior Manager, Talent Strategy and HR Business Partnerships ### Location: HackerOne US Hubs: ### Washington, DC; Boston, MA; Seattle, WA; San Francisco Bay; or Austin, TX ### Position Summary At HackerOne, our people strategy is business strategy. The Talent Strategy team partners with leaders across the company to ensure we have the talent, leadership capability, and scalable people practices needed to achieve our goals while creating an exceptional experience for Hackeronies. We are looking for a Senior Manager, Talent Strategy to lead strategic talent partnership across key business functions while helping transform how the Talent Strategy team operates. In this role, you will lead and develop a team of Talent Strategy Partners, strengthen our partnership model, and build more scalable practices across workforce planning, performance, talent management, manager enablement, and change support. You will partner with senior leaders to translate business priorities into practical talent plans, clearer performance expectations, stronger workforce decisions, and leadership support that helps teams execute through change. This is a hands-on leadership role for someone who can operate in ambiguity, coach leaders through transformation, improve how a team works, and connect talent strategy directly to business outcomes. At HackerOne, we embrace a Flexible Work approach that gives us the freedom to do our best work while also fostering the connections and community that make us stronger. Reflecting this philosophy, this is a remote role targeted for candidates within ~50 miles of Washington, Austin, San Francisco, Seattle or Boston. We believe this balance of proximity and flexibility gives Hackeronies the chance to occasionally come together – fostering collaboration, connection, and in-person moments that enrich our culture – while still preserving the benefits of remote work. ### Primary Responsibilities * Lead and develop a team of Talent Strategy Partners, creating scalable practices that strengthen leadership effectiveness, organizational health, and talent outcomes across the business through Multiply Your Impact. * Partner with senior leaders to translate business priorities into talent strategies, workforce plans, organizational design recommendations, and leadership development initiatives while demonstrating Own the Outcome for talent results. * Guide leaders through organizational change, helping teams adapt with clarity and confidence while embedding Change Agility into how the business operates. * Drive company-wide talent programs including performance management, succession planning, talent reviews, and organizational effectiveness initiatives. * Use Data-Driven Decision Making to identify workforce trends, assess organizational health, measure talent outcomes, and influence business decisions with evidence-based recommendations. * Apply First Principles Problem Solving to complex people and organizational challenges, simplifying processes and designing scalable solutions that improve employee and manager experiences. * Champion an AI First approach across Talent Strategy by identifying opportunities to improve decision quality, increase efficiency, and scale People Team impact through responsible AI adoption. * Collaborate closely with Talent Acquisition, People Operations, Total Rewards, HRIS, and executive stakeholders to ensure consistent execution of talent priorities across the employee lifecycle. ### Minimum Qualifications * 10+ years of progressive HR, People Partner, Talent Strategy, Leadership Development, Organizational Development, or related experience. * 3+ years of people leadership experience managing HR, Talent Strategy, or People Business Partner teams. * Experience partnering with senior leaders on organizational design, workforce planning, change management, and talent management initiatives. * Demonstrated ability to leverage workforce data, business metrics, and organizational insights to influence strategic decisions. ### Preferred Qualifications * Experience supporting multiple business functions within a high-growth SaaS or technology company. * Experience leading large-scale organizational change and talent transformation initiatives. * Experience implementing AI-enabled tools and workflows within HR or People functions. * Experience supporting globally distributed teams across multiple regions and cultures. #LI-IJH1 ### Job Benefits: * Health (medical, vision, dental), life, and disability insurance* * Equity stock options * Retirement plans * Paid public holidays and unlimited PTO * Paid maternity and parental leave * Leaves of absence (including caregiver leave and leave under CO’s Healthy Families and Workplaces Act) * Employee Assistance Program *Eligibility may differ by country We’re committed to building a global team! For certain roles outside the United States, India, the U.K., and the Netherlands, we partner with [Remote.com](https://remote.com/preemployment-faq) as our Employer of Record (EOR). Visa/work permit sponsorship is not available. Employment at HackerOne is contingent on a background check. HackerOne is an Equal Opportunity Employer in the terms and conditions of employment for all employees and job applicants without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, national origin, pregnancy, disability or veteran status, or any other protected characteristic as outlined by international, federal, state, or local laws. This policy applies to all HackerOne employment practices, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. HackerOne makes hiring decisions based solely on qualifications, merit, and business needs at the time. For US based roles only: Pursuant to the San Francisco Fair Chance Ordinance, all qualified applicants with arrest and conviction records will be considered for the position. 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