Senior Director, HRBP - Product and Technology

StubHub is on a mission to redefine the live event experience on a global scale. Whether someone is looking to attend their first event or their hundredth, we’re here to delight them all the way from the moment they start looking for a ticket until they step through the gate. The same goes for our sellers. From fans selling a single ticket to the promoters of a worldwide stadium tour, we want StubHub to be the safest, most convenient way to offer a ticket to the millions of fans who browse our platform around the world.

The Opportunity

StubHub is looking for a Sr. Director, People to hold two connected mandates: senior HR business partnership for our Product and Technology organizations, and ownership of learning and development strategy. Product and Technology are central to how StubHub builds for fans, sellers, partners, and the broader live events marketplace, and this leader needs to understand how high-performing technical and product organizations scale, where they break, and how to help leaders build teams that move with more clarity, speed, and accountability. At the same time, this leader owns the learning infrastructure that turns those same insights into practical programs that raise capability across all of StubHub, not just Product and Technology. 

This is not a traditional HRBP role, and it is not a traditional L&D role. We are looking for a senior people leader who can coach executives, push thinking, diagnose team health, lead through hard moments, and then translate what they learn into the systems, programs, and manager capability-building that make the whole company better. 

The right person will be direct, high-judgment, operationally strong, hands-on, AI-forward, and comfortable working in a business that expects pace and ownership. 

Location: Hybrid (3 days in office/2 days remote) – Century City, CA or Aliso Viejo, CA

What You'll Do 

People Partnership — Product and Technology 

• Serve as the senior People partner to Product, Engineering, Data, Design, and other technology leaders. 
• Translate business strategy into org design, workforce planning, talent, performance, and leadership priorities. 
• Coach senior leaders and managers through high-stakes moments, including reorganizations, promotions, performance conversations, leadership transitions, conflict, and difficult exits. 
• Lead and develop HRBP support for Product and Technology, setting a high bar for business partnership, judgment, execution, and consistency. 
• Partner with Finance and business leaders on workforce planning, spans and layers, org health, and team structure. 
• Lead complex employee relations matters and sensitive investigations in partnership with Legal, ensuring consistency, fairness, and strong judgment. 
• Partner with Talent Acquisition on hiring strategy, talent density, role design, candidate experience, and onboarding feedback loops for Product and Technology. 
• Partner with Total Rewards to ensure performance, promotion, compensation, and equity decisions are connected and defensible. 
• Drive performance management execution for Product and Technology, including calibration, manager enablement, feedback quality, and follow-through.

Learning & Development

• Design and own StubHub's learning and development strategy across employees, managers, and leaders company-wide. 
• Own manager development company-wide, with a focus on new and first-time managers, where culture and execution often break down first. 
• Build learning paths, role-based curricula, career development resources, and development frameworks that help employees understand what growth looks like at StubHub. 
• Own LMS strategy and execution, including platform selection, implementation or optimization, content management, learning data, and reporting. 
• Partner with People Operations on onboarding learning design, ensuring new hires understand StubHub's mission, culture, ways of working, and expectations in their first 30/60/90 days. 
• Partner with HRBPs across the business to identify skill gaps, team-specific needs, and manager enablement priorities beyond Product and Technology. 
• Build AI fluency programs that help employees and managers use AI tools effectively and responsibly. 
• Evaluate learning effectiveness beyond completion rates, including behavior change, manager quality, performance improvement, adoption, and business impact. 

Where the Two Come Together 

• Use people data, including performance, retention, engagement, promotion, attrition, flight-risk, and learning signals, to identify issues early and drive better decisions and programs. 
• Help leaders build healthier operating rhythms, clearer decision-making, stronger manager capability, and more accountable teams, pairing direct coaching with structured development. 
• Build communications, toolkits, guides, templates, and enablement materials, and support performance management enablement through manager training, calibration support, feedback resources, and development planning tools. 
• Bring a practical, AI-forward mindset across both people partnership and learning, using tools and data to improve insight, efficiency, coaching, personalization, and decision quality. 

What Success Looks Like 

• Product and Technology leaders view this person as a trusted, direct, and valuable business partner. 
• Org design, workforce planning, performance, and talent decisions are made with more clarity and less guesswork. 
• Managers company-wide are better equipped to give feedback, make decisions, handle performance, and lead through ambiguity, reinforced by both direct coaching and structured programs. 
• Employee relations and sensitive issues are handled consistently, quickly, and with strong judgment. 
• StubHub has a clearer, more practical learning strategy, and the LMS functions as a real operating system for learning rather than a content library. 
• Learning programs are used, trusted, tied to measurable business outcomes, and connected to performance, onboarding, engagement, and growth. 
• The organization gets stronger because performance, potential, development, and accountability are connected, from real-time coaching to scalable programs. 
• AI is used to make both HRBP work and learning faster, more personalized, more effective, and more data-informed. 

What You've Done 

• 12+ years of progressive HR experience, including significant HRBP leadership experience supporting Product, Engineering, Technology, Data, Design, or similar technical functions. 
• Experience building learning and development programs from scratch, not just maintaining existing content, including manager development, leadership training, onboarding learning, or role-based learning paths. 
• Experience partnering directly with senior executives and functional leaders in a technology, marketplace, consumer, or high-growth environment. 
• Proven ability to lead org design, workforce planning, performance management, promotions, complex employee relations, and leadership coaching. 
• Experience owning or heavily partnering on LMS selection, implementation, optimization, administration, or content strategy. 
• Experience managing and developing HRBPs, People partners, or L&D team members. 
• Strong business acumen and the ability to understand how Product and Technology decisions connect to company strategy, execution, and growth. 
• High judgment in sensitive, complex, and ambiguous people matters. 
• Strong data and measurement fluency, including the ability to use people and learning metrics to identify trends, diagnose issues, evaluate program impact, and influence business decisions. 
• Strong instructional design skills with the ability to build practical, clear, and high-impact learning experiences. 
• Strong written and verbal communication, with the ability to be clear, direct, and credible with senior leaders. 
• AI-forward mindset and experience using AI tools for coaching support, content creation, personalization, skills analysis, or decision-making. 
• Low-ego, high-ownership operating style with a bias for action, comfortable building in a fast-moving environment. 

What We Offer:  

• Accelerated Growth Environment: Immerse yourself in an environment designed for swift skill and knowledge enhancement, where you have the autonomy to lead experiments and tests on a massive scale. 
• Top Tier Compensation Package: Enjoy a rewarding compensation package that includes enticing stock incentives, aligning with our commitment to recognizing and valuing your contributions. 
• Flexible Time Off: Embrace a healthy work-life balance with unlimited Flex Time Off, providing you the flexibility to manage your schedule and recharge as needed. 
• Comprehensive Benefits Package: Prioritize your well-being with a comprehensive benefits package, featuring 401k, and premium Health, Vision, and Dental Insurance options. 

Why StubHub 

• A genuine culture mandate. This isn't a role to run an LMS and organize off-sites. You have explicit leadership support to build the coaching, performance, and developmental infrastructure StubHub needs — and a CHRO who will advocate for the investment required to do it right.
• The work is visible. Coaching, performance, and culture initiatives at StubHub will be felt by every employee. This is a role where your impact is real, measurable, and seen.
• A mission worth caring about. We exist to give fans access to live experiences — the games, concerts, and shows that define people's lives. That's an emotional connection most companies can only manufacture.
• AI is a real differentiator here. We want a leader who brings genuine curiosity about AI-powered coaching and learning — not someone who adds an AI paragraph to a 2019 training deck