Director, People Business Partner

Affirm is reinventing credit to make it more honest and friendly, giving consumers the flexibility to buy now and pay later without any hidden fees or compounding interest. About the People Team: The People Team enables Affirm’s success by attracting, developing, and supporting exceptional talent across the organization. We drive the employee experience through strategic people programs, talent acquisition, learning and development, total rewards, people operations, and business partnership. The team builds scalable processes, fosters an inclusive and high-performing culture, and equips leaders and employees with the tools and resources they need to thrive. We help shape the future of work at Affirm by connecting people strategy to business outcomes and supporting our employees throughout every stage of their journey. At Affirm, we believe great businesses are built by great people—and it takes intentional, forward-thinking talent strategy to unlock that potential. As a key member of our People team, you’ll partner directly with senior leaders across the business to shape the future of our workforce. We're looking for an experienced and strategic People Business Partner who thrives in dynamic environments and is passionate about enabling high performance through organizational design, leadership development, and talent architecture. This role is both a strategic thought partner and an operational leader—helping guide complex people initiatives, scale culture, and ensure we’re building an environment where individuals, teams, and the business can grow together. What You'll Do: - Take the lead in driving large-scale organizational change initiatives across the Engineering Org, partnering with senior leadership to manage transitions, maximize employee buy-in/mitigate resistance, and ensure smooth integration during periods of transformation, mergers, or acquisitions. - Drive leadership development initiatives, including executive coaching and succession planning, ensuring that the organization’s leadership pipeline is robust, diverse, and ready to meet future business challenges. - Oversee the facilitation and strategic alignment of all talent development programs, working with internal teams to ensure that learning, career development, and mobility programs align with organizational priorities and foster continuous growth. - Take ownership of improving organizational effectiveness, employee satisfaction, and overall workforce experience by developing and implementing targeted interventions based on a deep understanding of employee needs and business priorities. - Collaborate with the senior leadership team to drive organizational alignment, ensuring that business strategies are supported by effective talent, leadership, and people practices that enhance both individual and collective performance. - Serve as a trusted advisor to senior leaders, coaching them on complex people challenges, leadership development, and organizational effectiveness to elevate leadership capabilities and improve team performance. - Partner with senior executives and leadership teams to execute forward-thinking talent strategies that directly support business growth, enhance organizational capability, and drive high performance across the business. - Work in close partnership with the broader People team COEs to drive organizational culture initiatives that reinforce a high-performance mindset, foster employee engagement, and promote a collaborative, inclusive environment across all levels of the organization. - Provide guidance on organizational design, people strategy, and talent architecture, ensuring seamless alignment between organizational needs, business priorities, and people-related initiatives at an enterprise-wide level. - Lead the execution of comprehensive talent management strategies, including performance management, talent reviews, succession planning, and high-potential development, ensuring a pipeline of future leaders aligned with business needs. - Lead efforts to implement strategic workforce planning initiatives, ensuring that talent acquisition, development, and retention strategies align with the organization’s evolving business goals and objectives. - Leverage advanced people analytics to provide actionable insights into workforce trends, employee engagement, retention, and other key performance metrics, driving data-driven decision-making at the senior leadership level. What We Look For: - 12+ years in People related roles with 5+ years experience as a PBP or similar role - 4+ years as a people manager - Prior experience partnering with the Tech org/Engineering is required - Demonstrated experience of coaching leaders through performance management and employee relations issues - Effective listener and persuasive communicator able to influence actions and outcomes at all levels - Intellectual curiosity about people and organizational issues with strong business acumen - Experienc

12+ years in People related roles with 5+ years experience as a PBP or similar role; 4+ years as a people manager; Prior experience partnering with the Tech org/Engineering is required; Demonstrated experience of coaching leaders through performance management and employee relations issues; Effective listener and persuasive communicator able to influence actions and outcomes at all levels; Intellectual curiosity about people and organizational issues with strong business acumen.

Take the lead in driving large-scale organizational change initiatives across the Engineering Org, partnering with senior leadership to manage transitions, maximize employee buy-in/mitigate resistance, and ensure smooth integration during periods of transformation, mergers, or acquisitions; Drive leadership development initiatives, including executive coaching and succession planning, ensuring that the organization’s leadership pipeline is robust, diverse, and ready to meet future business challenges; Oversee the facilitation and strategic alignment of all talent development programs, working with internal teams to ensure that learning, career development, and mobility programs align with organizational priorities and foster continuous growth; Take ownership of improving organizational effectiveness, employee satisfaction, and overall workforce experience by developing and implementing targeted interventions based on a deep understanding of employee needs and business priorities; Collaborate with the senior leadership team to drive organizational alignment, ensuring that business strategies are supported by effective talent, leadership, and people practices that enhance both individual and collective performance; Serve as a trusted advisor to senior leaders, coaching them on complex people challenges, leadership development, and organizational effectiveness to elevate leadership capabilities and improve team performance; Partner with senior executives and leadership teams to execute forward-thinking talent strategies that directly support business growth, enhance organizational capability, and drive high performance across the business; Work in close partnership with the broader People team COEs to drive organizational culture initiatives that reinforce a high-performance mindset, foster employee engagement, and promote a collaborative, inclusive environment across all levels of the organization; Provide guidance on organizational design, people strategy, and talent architecture, ensuring seamless alignment between organizational needs, business priorities, and people-related initiatives at an enterprise-wide level; Lead the execution of comprehensive talent management strategies, including performance management, talent reviews, succession planning, and high-potential development, ensuring a pipeline of future leaders aligned with business needs; Lead efforts to implement strategic workforce planning initiatives, ensuring that talent acquisition, development, and retention strategies align with the organization’s evolving business goals and objectives; Leverage advanced people analytics to provide actionable insights into workforce trends, employee engagement, retention, and other key performance metrics, driving data-driven decision-making at the senior leadership level.