Google People Operations Jobs (NOW HIRING)

Minimum qualifications:

• Bachelor's degree or equivalent practical experience.
• 15 years of HR business partner/senior management experience in a people-related function.
• 5 years of people management experience in the field of HR.
• 5 years of experience leading HR at a global technology-oriented company.

Preferred qualifications:

• Master's degree or MBA.
• 15 years of experience in senior HR leadership roles setting strategy, designing and executing complex people programs of global scope, and leading organizations through periods of significant change. Experience supporting sales, product, and technology teams building for enterprise customers.
• Experience with complex and senior stakeholder management in order to drive effective people strategies. An effective challenger to fixed mindsets.
• Excellent problem solving skills. Ability to analyze data, understand trends and develop recommendations for action based on the analysis.
• AI-integrated and AI-first default behaviors.

About the job
This is the key HR advisory role for Google Cloud's Chief Product and Customer Officer, a team of Googlers responsible for building enterprise products, ensuring customers receive cohesive experiences, and enabling customers to transform their businesses with AI.
As the lead People Partner for the Chief Product and Customer Officer, you will work across People Operations and Google Cloud teams to ensure that the organization has the people strategy and execution mechanisms in place to deliver on Google Cloud's mission during a period of rapid growth and systemic transformation in all aspects of the business.
In this role, you will utilize strategic thinking, business acumen, analytical capability, tenacity, operational aptitude, and an open mindset. It will require an openness to the evolution underway in the People Operations operating model, and the willingness to take initiative right alongside your team to get things done. Whether coaching clients on what is needed to drive a high-performance culture, working with partner teams to attract and retain critical talent, keeping operational processes humming, or future proofing organizational strategy, you will be in a key seat that solves for Google, puts our people first, and helps Googlers understand how people decisions get made.
Additionally, you will work closely with cross-functional groups of subject matter experts to move the organization to an AI-native future. You will design, iterate on, and deliver key strategies while being a truth-teller, representing business and people-related challenges to the most senior stakeholders at the company.
Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field.
Individual pay is determined by factors including job-related skills, experience, and relevant education or training.
US: $316000 - $440000 (USD) 40% bonus target equity benefits
Learn more about benefits at Google .
Responsibilities

• Consult with senior leaders across Google Cloud to create a comprehensive people plan that enables an AI-first future, and drives key outcomes for an enterprise customer base.
• Offer thought leadership regarding future-proof organizational and people-related strategy and execution.
• Provide insightful data to guide decision making and provide proactive solutions, leveraging new tools as they become available.
• Solve complex problems and design and quickly implement solutions that cut across multiple disciplines, even those beyond people and organizational solutions.
• Provide expertise with a focus in the following areas: organizational effectiveness, coaching, talent management, leadership effectiveness, organizational transformation and performance management, compensation and rewards, employee relations, learning and development, recognition programs, and strategic development.

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