HR Business Partner (San Jose)

The HRBP TikTok Research and Development (R&D) team partners with leaders across the engineering and technical organizations that support TikTok’s continued product growth and user experience. We translate technology priorities into people and organizational strategies, shaping workforce plans, organizational design, talent development, performance, and employee engagement.

We support a global R&D organization spanning different technical disciplines, regions, and stages of development. This requires us to understand evolving capability needs, build trusted partnerships with specialized technical stakeholders, and connect teams working across locations and cultures. By combining organizational insight, sound judgment, and workforce data, we help technical teams scale and adapt as products, technologies, and priorities evolve.

You will build trusted partnerships with leaders and collaborate across HR functions to guide important organization and talent decisions. Your work may span organizational design, workforce and succession planning, leadership development, performance, culture, and engagement. You will stay close to the organization as strategies are implemented, seeing how people decisions shape the teams developing TikTok’s core technology and using those insights to strengthen what comes next.

Responsibilities: - Partner with leadership to develop and execute a comprehensive HR strategy that directly supports engineering, security, and privacy operations roadmaps. - Act as the primary HRBP for a dedicated global department, managing end-to-end generalist and business partner duties across multiple time zones and cross-functional teams. - Provide strategic coaching to leaders on organizational design, effectively structuring global teams to rapidly adapt to external regulatory pressures and internal security initiatives. - Act as a trusted advisor on talent assessment, career pathing, and succession planning for highly specialized roles within Engineering, Privacy, Security, and Trust & Safety functions. - Lead the proactive resolution of complex employee relations issues globally, mitigating risk while preserving a culture that champions innovation and psychological safety. - Oversee the full-cycle performance management process, tailoring goal-setting and calibration sessions to evaluate highly technical and operational outcomes. - Leverage people data and analytics to provide actionable insights on team health, retention bottlenecks, and organizational scale within a rapidly evolving environment. - Collaborate seamlessly with global HR peers and Centers of Excellence (CoEs) to design customized compensation, engagement, and talent acquisition solutions. - Collaborate seamlessly with HR peers and Centers of Excellence (CoEs) to design customized compensation, engagement, and talent acquisition solutions that attract top-tier product and design talent.

Minimum Qualifications: - 1+ years of experience in Human Resources, or HR Business Partner. - Bilingual proficiency in both English and Mandarin to effectively collaborate with stakeholders and cross-functional teams based in Mainland China and the broader APAC region. - Experience partnering directly with Engineering, Security, Privacy, or Trust & Safety organizations, with a strong understanding of the unique technical talent landscape. - Proven ability to lead and execute talent management, organizational design, and performance management strategies in complex, high-growth environments. - Exceptional communication, influencing, and relationship-building skills, with the ability to partner effectively with senior technical leaders.

Preferred Qualifications: - Demonstrated capability to independently own and scale HR initiatives for a global, multi-layered department across various time zones. - Direct experience supporting organizations in a high-growth global tech environment facing external regulatory compliance and security demands. - Experience working in a matrixed, multi-cultural organization, demonstrating the agility to pivot HR strategies as business models evolve. - Master's degree in Human Resources, MBA, or a related field.