Vice President, People Business Partner

<p><strong>The team:</strong></p> <p>At Datadog, the People team works closely with leaders and employees to improve how we hire, develop, and support our people as the company grows. People Business Partners combine a strong understanding of the business with sound judgment, data, and People expertise to help leaders build effective organizations and maintain a high-performing culture.</p> <p><strong>The opportunity:</strong></p> <p>Datadog is seeking a global Vice President, People Business Partner to lead People support for our Engineering organization. This role will manage a team of People Business Partners, including people managers and individual contributors, and serve as a key partner to our CTO and Engineering leadership team.</p> <p>You will set the direction for People Business Partnership across Engineering and help leaders anticipate the organizational and talent needs of a large, global technical organization. This role requires someone who can advise executives on complex decisions, lead through an experienced team, and ensure that priorities translate into practical plans and strong execution.</p> <p>&nbsp;</p> <p><em>At Datadog, we place value in our office culture—the relationships and collaboration it builds and the creativity it brings to the table. We operate as a hybrid workplace to ensure our Datadogs can create a work-life harmony that best fits them.</em></p> <p>&nbsp;</p> <p><strong>What You’ll Do:</strong></p> <ul> <li>Lead and develop a global team of People Business Partners, including people managers and individual contributors, setting clear priorities, expectations, and standards for the organization</li> <li>Serve as a trusted partner to the CTO and Engineering leadership team on organizational, leadership, and talent matters</li> <li>Develop a deep understanding of Datadog’s business, technology, Engineering organization, and the talent required to support its continued growth</li> <li>Help leaders design organizations that can scale, with clear leadership structures, roles, accountabilities, and decision-making</li> <li>Partner with Engineering leadership to continue driving the organization’s AI transformation, including how AI changes engineering work, technical capabilities, team design, and workforce needs</li> <li>Lead workforce and headcount planning across Engineering, including decisions related to organizational shape, level mix, critical capabilities, location, and allocation of talent</li> <li>Advise leaders on succession planning, leadership effectiveness, performance, compensation, retention, internal mobility, and employee engagement</li> <li>Anticipate organizational risks and talent needs, bringing forward clear recommendations before issues become barriers to the business</li> <li>Use people and business data to identify trends, test assumptions, and influence decisions across the Engineering organization</li> <li>Coach senior Engineering leaders as they build their organizations, navigate change, and strengthen the performance of their teams</li> <li>Ensure Engineering’s career paths, talent practices, and manager expectations remain clear, scalable, and connected to the needs of the organization</li> <li>Oversee complex and sensitive employee relations matters, balancing business needs, employee experience, consistency, and risk</li> <li>Partner with People Centers of Excellence and Recruiting to shape company programs and ensure they address the needs of a large, technically complex organization</li> <li>Ensure core People processes—including performance feedback, talent review, compensation, workforce planning, and engagement planning—are executed effectively across Engineering</li> <li>Identify systemic issues across the organization and develop scalable solutions rather than addressing the same problems team by team</li> <li>Strengthen the effectiveness of the PBP team by developing its leaders, removing barriers, and creating consistent ways of working</li> <li>Contri