Vice President, People Business Partner

The team: At Datadog, the People team works closely with leaders and employees to improve how we hire, develop, and support our people as the company grows. People Business Partners combine a strong understanding of the business with sound judgment, data, and People expertise to help leaders build effective organizations and maintain a high-performing culture. The opportunity: Datadog is seeking a global Vice President, People Business Partner to lead People support for our Engineering organization. This role will manage a team of People Business Partners, including people managers and individual contributors, and serve as a key partner to our CTO and Engineering leadership team. You will set the direction for People Business Partnership across Engineering and help leaders anticipate the organizational and talent needs of a large, global technical organization. This role requires someone who can advise executives on complex decisions, lead through an experienced team, and ensure that priorities translate into practical plans and strong execution. At Datadog, we place value in our office culture—the relationships and collaboration it builds and the creativity it brings to the table. We operate as a hybrid workplace to ensure our Datadogs can create a work-life harmony that best fits them. What You’ll Do: • Lead and develop a global team of People Business Partners, including people managers and individual contributors, setting clear priorities, expectations, and standards for the organization • Serve as a trusted partner to the CTO and Engineering leadership team on organizational, leadership, and talent matters • Develop a deep understanding of Datadog’s business, technology, Engineering organization, and the talent required to support its continued growth • Help leaders design organizations that can scale, with clear leadership structures, roles, accountabilities, and decision-making • Partner with Engineering leadership to continue driving the organization’s AI transformation, including how AI changes engineering work, technical capabilities, team design, and workforce needs • Lead workforce and headcount planning across Engineering, including decisions related to organizational shape, level mix, critical capabilities, location, and allocation of talent • Advise leaders on succession planning, leadership effectiveness, performance, compensation, retention, internal mobility, and employee engagement • Anticipate organizational risks and talent needs, bringing forward clear recommendations before issues become barriers to the business • Use people and business data to identify trends, test assumptions, and influence decisions across the Engineering organization • Coach senior Engineering leaders as they build their organizations, navigate change, and strengthen the performance of their teams • Ensure Engineering’s career paths, talent practices, and manager expectations remain clear, scalable, and connected to the needs of the organization • Oversee complex and sensitive employee relations matters, balancing business needs, employee experience, consistency, and risk • Partner with People Centers of Excellence and Recruiting to shape company programs and ensure they address the needs of a large, technically complex organization • Ensure core People processes—including performance feedback, talent review, compensation, workforce planning, and engagement planning—are executed effectively across Engineering • Identify systemic issues across the organization and develop scalable solutions rather than addressing the same problems team by team • Strengthen the effectiveness of the PBP team by developing its leaders, removing barriers, and creating consistent ways of working • Contribute as a member of the People le