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Partner Director Jobs in California (NOW HIRING)

Regal Executive Search

Tax Partner

Los Angeles, CA · On-site

$119K - $156K/yr

We are currently seeking an Experienced Tax Partner / Director to join our team of dedicated professionals in our Los Angeles office. The qualified candidate will possess at least 10 years ...

DocuSign

Sr. HR Business Partner

San Francisco, CA · Hybrid

This position is an individual contributor role reporting to the Sr. HR Business Partner Director. Responsibility * Act as the HR primary point of contact for leaders in support of their people ...

Docusign

Sr. HR Business Partner

San Francisco, CA · On-site

This position is an individual contributor role reporting to the Sr. HR Business Partner Director. Responsibility * Act as the HR primary point of contact for leaders in support of their people ...

Pinterest

Director, Partner Marketing

San Francisco, CA · On-site

Pinterest's Business Marketing team is seeking a highly operational Director, Partner Marketing to lead advertiser marketing via Pinterest's third-party partnerships, develop comarketing strategies ...

Pinterest

Director, Partner Marketing

San Francisco, CA · On-site +1

Pinterest's Business Marketing team is seeking a highly operational Director, Partner Marketing to lead advertiser marketing via Pinterest's third-party partnerships, develop comarketing strategies ...

Glean

Director, Partner Marketing

Mountain View, CA · On-site

Glean is seeking a strategic, execution-oriented Director, Partner Marketing to build and scale a high-impact partner marketing motion across cloud, technology, channel, consulting, and ecosystem ...

Glean

Director, Partner Marketing

Mountain View, CA · Hybrid

$300K - $375K/yr

Glean is seeking a strategic, execution-oriented Director, Partner Marketing to build and scale a high-impact partner marketing motion across cloud, technology, channel, consulting, and ecosystem ...

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Partner Director information

How much does a VP of partnerships make?

A VP of Partnerships typically earns between $120,000 and $250,000 annually, with total compensation often including bonuses and stock options. Salaries vary based on industry, company size, location, and experience, and strong negotiation skills can influence total earnings.

What does a partner director do?

A partner director is responsible for managing strategic relationships with business partners, developing collaboration opportunities, and ensuring mutual growth. They often oversee partnership programs, negotiate agreements, and coordinate cross-functional teams to align goals and drive revenue. Strong communication, negotiation skills, and industry knowledge are essential for success in this role.

What is the difference between Partner Director vs Partner Manager?

AspectPartner DirectorPartner Manager
Required CredentialsTypically requires 8+ years of experience, bachelor's degree, often an MBA, and industry-specific knowledgeUsually requires 5+ years of experience, bachelor's degree, and relevant industry certifications
Work EnvironmentStrategic leadership, high-level decision making, overseeing multiple teams or regionsOperational focus, managing partner relationships, executing partnership strategies
Employer & Industry UsageCommon in tech, SaaS, and enterprise sectors for senior partnership rolesFound across industries, often as a mid-level role supporting partnership growth

The main difference between a Partner Director and a Partner Manager lies in their scope and seniority. The Partner Director typically holds a strategic leadership role with broader responsibilities, overseeing multiple teams or regions, while the Partner Manager focuses on managing specific partner relationships and executing strategies. Both roles require industry experience, but the Director position demands more extensive credentials and a higher level of strategic oversight.

What is a Partner Director?

A Partner Director is a senior leadership position responsible for managing and developing strategic relationships with key partners, such as other companies, vendors, or organizations. They identify opportunities for collaboration, negotiate partnership agreements, and ensure mutually beneficial outcomes. Partner Directors often work closely with internal teams to align partner activities with the company's goals, drive revenue growth, and expand market reach. Their role is crucial in building long-term partnerships that support business objectives.

What jobs pay 500,000 a year in the US?

Partner Directors in large organizations or executive-level roles in industries like technology, finance, or consulting can earn $500,000 or more annually, often including bonuses and stock options. High compensation typically requires extensive experience, leadership skills, and advanced education or certifications. Such roles are usually found in senior management or executive positions with significant responsibility and influence.

What are some common challenges Partner Directors face when managing strategic alliances, and how can they overcome them?

Partner Directors often encounter challenges such as aligning organizational goals across different companies, navigating complex stakeholder relationships, and ensuring clear communication between teams. Successfully overcoming these hurdles requires strong negotiation skills, the ability to build consensus, and a proactive approach to conflict resolution. Regular check-ins, transparent reporting structures, and fostering a culture of collaboration are also key strategies that help maintain productive partnerships and drive mutual success.

What are the key skills and qualifications needed to thrive as a Partner Director, and why are they important?

To thrive as a Partner Director, you need expertise in strategic partnership management, business development, and a proven track record in leadership, typically supported by a relevant degree and extensive industry experience. Familiarity with CRM platforms, partnership management tools, and contract negotiation systems is commonly required. Exceptional relationship-building, negotiation, and communication skills help foster strong alliances and drive collaborative success. These competencies are crucial for developing high-value partnerships that align with organizational goals and deliver measurable business results.

What kind of jobs in media bring in $150,000 a year?

In media, roles such as senior media executives, content directors, and media agency partners often earn $150,000 or more annually. These positions typically require extensive experience, strong leadership skills, and proficiency with industry tools like analytics platforms and content management systems.
What are the most commonly searched types of Partner jobs in California? The most popular types of Partner jobs in California are:
What are popular job titles related to Partner Director jobs in California? For Partner Director jobs in California, the most frequently searched job titles are:
What job categories do people searching Partner Director jobs in California look for? The top searched job categories for Partner Director jobs in California are:
What cities in California are hiring for Partner Director jobs? Cities in California with the most Partner Director job openings:
Partner Director jobs near you
Infographic showing various Partner Director job openings in California as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, 1% Temporary, and 3% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution.
Human Resources Business Partner, Director

Human Resources Business Partner, Director

Federal Home Loan Bank of San Francisco

San Francisco, CA • On-site

Full-time

Medical, Retirement

Posted 11 days ago

Job description


Purpose:
As the Human Resources Business Partner (HRBP), Director, you will serve as a strategic people partner to business units, delivering counsel, solutions, and programs that strengthen organizational health, enable business performance, and drive employee engagement. You will bring a deep understanding of the full employee lifecycle, partner closely with HR functional areas to ensure a connected and high-quality employee experience, and leverage Workday as a core tool to execute and own talent processes. This role reports to the Head of Employee Services.
Major Accountabilities:
Business Partnership & Employee Relations
  • Establish trusted, credible relationships with business leaders, managers, and employees across all levels of the organization.
  • Provide expert coaching and consultation on employee relations matters - in partnership with subject matter experts, including Legal and Risk, advise on Bank policy, employment law, and risk mitigation in a regulated environment.
  • Serve as a knowledgeable partner on organizational dynamics, team health, culture, and engagement - connecting people insights to business outcomes.
  • Partner with the Head of Employee Services and CHRO to ensure all people practices - onboarding, learning, performance management, succession, and talent management - align with the Bank's purpose and values.
  • Stay current on the Bank and system's business priorities, opportunities and challenges, and remain engaged with the evolving banking regulatory landscape, FHFA oversight focus areas, and proactively advise on implications for HR practices and compliance.

Employee Lifecycle & Cross-Functional Integration
  • Demonstrate a thorough understanding of the end-to-end employee lifecycle - from pre-hire through offboarding - and how each stage contributes to the overall employee experience.
  • Serve as an active integrator across HR functional areas (Talent Acquisition, Compensation & Retirement, HRIS, Benefits, Payroll, Talent Management), ensuring employees and managers experience HR as a connected function rather than a collection of siloed teams.
  • Partner with HR functional leads to identify lifecycle gaps, surface process inconsistencies, and co-develop solutions that deliver a seamless, high-quality employee experience. Identify, raise and work to solve workflow effectiveness gaps, including opportunities for automation and AI enhancements.
  • Act as a primary point of escalation and coordination for complex employee situations that span multiple HR disciplines.

Workday Ownership & Systems Proficiency
  • Build strong, credible working relationships with business leaders, managers, and employees at all levels by demonstrating proficiency in Workday navigation and leveraging the system to support HRBP responsibilities-delivering meaningful data and insights without directly owning system processes.
  • Partner with HRIS on Workday configuration, reporting, and workflow improvements that support the HRBP function and improve data-driven decision making.
  • Use Workday reporting and analytics to surface talent trends, workforce insights, and engagement signals for business leaders and HR leadership.

Talent Management & Performance
  • Support the Bank's performance management cycle - including goal setting, mid-year reviews, and year-end calibrations - ensuring consistency and quality across assigned client groups.
  • Partner with leaders on succession planning and talent review processes, facilitating Workday-based talent assessments and follow-up development actions.
  • Identify high-potential talent, proactively flag retention risks, and partner with Compensation and Talent Management on targeted solutions.
  • Support workforce planning efforts in partnership with the Head of Employee Services and business leaders.

Process Improvement & HR Effectiveness
  • Bring a process-oriented mindset to HRBP work - identifying inefficiencies, documenting workflows, and driving continuous improvement across HR programs and practices.
  • Contribute to HR policy development and ensure consistent, compliant application across assigned business units.
  • Support other HR team responsibilities as needed.

Skills/Knowledge:
Required
  • 7-10+ years of progressive HR experience, with a demonstrated track record in an HRBP or senior HR generalist role.
  • Demonstrated proficiency with Workday, Experience optimizing or improving Workday usage within a client group is strongly preferred.
  • Deep knowledge of the full employee lifecycle and the ability to connect individual stages to the broader employee experience.
  • Broad HR discipline knowledge spanning employee relations, compensation, benefits, talent management, and talent acquisition.
  • Proven ability to influence and partner with senior leaders while maintaining credibility at all levels of the organization.
  • Strong process orientation - able to document, improve, and operationalize HR workflows, not just provide advisory support.
  • Thorough knowledge of federal and state employment law, EEO requirements, and HR compliance in a regulated environment.
  • Exceptional organizational skills with the ability to manage a large, diverse, and concurrent portfolio of priorities.
  • Consultative communication style - direct, clear, and able to challenge and advise with insights and confidence.

Preferred
  • Experience in financial services, banking, or another highly regulated industry.
  • Exposure to AI-assisted HR tools or HR technology modernization initiatives.
  • SHRM-SCP, SPHR, or equivalent HR certification.

Critical Competencies:
  • Results driven - high-energy, positive, entrepreneurial in spirit while goal-oriented and outcomes-focused.
  • Strong business acumen, maturity, and leadership skills - comfortable operating at a strategic level while staying close to execution.
  • Communicates effectively - excellent written and verbal communication; good listener, direct, and able to adapt style across audiences.
  • Collaborates - strong relationship-building and partnering skills; regarded as a trusted colleague and team integrator across HR and the business.
  • Technologically fluent - confident and self-sufficient in HR systems, particularly Workday; actively seeks to leverage technology to improve outcomes.
  • Process-minded - approaches HR work with rigor and structure; comfortable building, documenting, and improving processes, not just advising.
  • Known reputation for integrity, discretion, and ethics.

SALARY RANGE: $170K - $195K
The Federal Home Loan Bank of San Francisco is committed to the principles of equal opportunity in employment (e.g., employees, applicants) and in contracting (e.g., suppliers, vendors) regardless of race, color, religion, sex, national origin, disability status, genetic information, age, sexual orientation, gender identity, status as a parent, or any other characteristic protected by law. We are committed to cultivating a workplace free of unlawful discrimination, harassment, and retaliation, and are dedicated to fostering vibrant communities by serving as a reliable source of liquidity and resources for affordable housing and economic development.
Salary ranges reflect the base salary that the Bank reasonably expects to pay for a given role and is not inclusive of annual incentive award opportunities, retirement benefits or the value of other health and welfare or other ancillary benefits. We consider many factors when determining base salaries such as individual background and experience, the competitive environment, education, particular skill set(s), and industry and institutional knowledge.
The Bank is committed to offering all team members challenging and engaging work with market competitive pay, retirement, and benefit offerings. In support of this commitment, the Bank routinely engages in market competitive benchmarking surveys and analysis to ensure our team members continue to be paid fairly and competitively.

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