Jobs / United States / Rubrik INC
Senior People Partner, GTM
Rubrik INC · 🇺🇸 united states
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 96 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 23 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Rubrik INC paid sponsored hires in similar roles5 certified filings for “GTM Tech Lead” (Sales Engineers) in CA: $170k–$180k, median $175k. Most were filed at wage level III (80%) — 3 lottery entries, ≈46% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Rubrik INC
The US Department of Labor certified 96 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 23 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Rubrik INC →
About the role
About the role We are looking for a new member of our team who loves all things People! Our Senior People Partner, GTM role is not only the face of people solutions to our business teams, but also a problem solver and enabler to our people managers. This role is business-facing, sitting between our People Services teams that provide HR policy support, awareness/consumption, and People Business Partners who focus on people strategy. The incumbent will provide consultative support dedicated to the day-to-day experience of Employees & Managers. The person in this role will be an integral part of the People Partnering team and will work cross-functionally to help us drive an amazing Rubrikan experience and manager enablement at scale. In this role, you will collaborate with various client groups across HR. Your primary responsibilities will involve providing comprehensive HR services and managing various processes and programs on a global scale. These include but are not limited to Manager coaching on people matters, employee relations/ workplace concerns, Performance management, complex people policy-related scenarios, and Change management at the individual team level. What you'll Do • Providing day-to-day People Partner support and consultation for the Sales and Marketing client groups • Partners closely with the HR Business Partner(s) to support them and to enable a business-specific people team roadmap and initiatives • Provide coaching/advice/support to managers on organization health, employee engagement, employee development and coaching, HR processes, policy interpretation, investigations, etc. • Optimize and improve Rubrik’s overall employee experience by owning and executing cross-functional and business-specific projects and driving manager enablement at scale. • Hands-on experience of having independently managed and delivered end-to-end people manager development initiatives, including but not limited to performance management, change management, coaching managers on complex people scenarios involving remote work, shift working, etc • Prior experience of identifying, executing, and enabling manager capability through people manager engagement constructs, using them to actively support the manager community. • Partner with People Business Partner and take an active lead in roll-out and execute annual programs such as Year End and Mid Year performance reviews, talent reviews, compensation planning, employee engagement initiatives, succession planning, mobility, etc, preferably across multiple business units pan India or geographies within a business unit. • Partners with Centers of Excellence (COE's) such as Compensation, Talent Acquisition, Talent & Development, Diversity Equity and Inclusion, People Operations to identify and enable process improvements. • Be a problem solver: handle ambiguous people policy situations and partner effectively with business and HR stakeholders to drive resolution. Convey complex HR concepts clearly and concisely through strong verbal and written communication, facilitating alignment and engagement. • Hands-on experience of facilitating people manager learning and development initiatives in partnership with Talent Development. • Spot bodies of work that can be transitioned to our people services teams for scale and efficiency. Partner closely with people services to ensure a seamless employee experience. • Leverage HR Information Systems and G Suite tools to enhance collaboration, streamline HR processes, and drive data-driven decision-making. • Identify and mitigate HR-related risks by developing proactive strategies and ensuring compliance with policies and legal requirements. • Knowledge and experience in leveraging AI tools to help drive productivity and efficiency Exp