Associate Vice President, HR Business Partner

Strategic HR Leadership & Business Partnership 

• Serve as a trusted executive advisor to senior business leaders across Perforce's global business units, providing counsel on organizational effectiveness, workforce strategy, and people-related risks. 

• Translate business strategy into integrated HR programs, aligning talent acquisition pipelines, leadership development, succession planning, and retention strategies to organizational goals on a global scale. 

• Partner with the CPO and C-suite to design and implement enterprise-wide people strategies that support Perforce's growth trajectory, M&A activity, and evolving organizational structure maturation. 

• Lead executive-level organizational design and restructuring initiatives, ensuring structural alignment with business priorities while minimizing disruption and maximizing employee experience, standardizing span of control globally. 

Global HRBP Team Leadership & Development 

• Lead, mentor, and develop a high-performing team of regional and strategic HR Business Partners, setting clear direction, performance expectations, and professional growth plans. 

• Establish a consistent HRBP operating model and governance framework across all regions, ensuring unified execution of global HR programs with appropriate local adaptation. 

• Build and sustain cross-functional partnerships with Centers of Excellence (CoEs) including Talent Acquisition, Total Rewards, L&D, Communications & Culture, and HR Operations to deliver integrated people solutions. 

Global Talent Management & Organizational Development 

• Own the global talent management strategy and execution, including talent reviews, succession planning, high-potential identification, and leadership pipeline development. 

• Design and lead organizational development initiatives including change management programs, messaging, and resources to support evolving business needs. 

• Champion Perforce's performance management philosophy, driving continuous improvement and calibration processes that build a high-performance culture grounded in accountability and growth. 

• Lead workforce planning and organizational analytics, leveraging people data and insights to anticipate talent gaps, inform headcount decisions, and drive proactive talent strategies. 

• Oversee career architecture, role clarity, and competency framework development to support internal mobility and scalable growth. 

• Lead the organization through upskilling change management aligned to a broad, global AI strategy supporting all functions’ growth in AI fluency. 

Change Management, Culture & Employee Experience 

• Lead enterprise change management for major organizational transformations, M&A integrations, and strategic restructuring efforts, ensuring people-first approaches throughout. 

• Act as a champion for Perforce's culture and values and ensure initiatives support inclusion, belonging, and employee well-being at every stage of the employee lifecycle. 

• Monitor and respond to employee sentiment through engagement survey data, stay/exit interviews, and listening channels. Translate insights into targeted action plans with measurable outcomes. 

• Partner with Communications & Culture team to develop compelling internal narratives that support organizational change and build alignment across the global workforce. 

HR Operations, Compliance & Risk Management 

• Ensure consistent application of HR policies, employment law compliance, and risk mitigation across all geographies in which Perforce operates. 

• Partner with Legal and HR Operations to oversee complex employee relations matters, investigations, and employment disputes, particularly for senior-level or cross-jurisdictional cases. 

• Ensure HRBP team readiness for regulatory changes, geographic expansion, and workforce compliance requirements.