Jobs / United States / Rubrik INC
HR Business Partner R&D
Rubrik INC · 🇺🇸 Palo Alto, California
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.
- 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
HR Business Partner, R&D Location: Palo Alto, CA (3 days in office) We are seeking an experienced HR Business Partner, R&D to partner with managers across Engineering, Product, Design, and Customer Support to strengthen manager capability, build high-performing teams, and drive business and talent outcomes. This hands-on role focuses on manager coaching, performance management, compensation planning, organizational health, and people program execution. As a trusted advisor, you will help managers navigate complex people decisions, improve team performance, and build the capabilities required to achieve business objectives. You will diagnose organizational challenges, identify opportunities and translate them into practical, high-impact people solutions. You will also help shape the future of HR business partnering by leveraging AI and agentic workflows to improve decision quality, expand HRBP leverage, enhance manager support, and deliver scalable people solutions. This role is designed for a highly accountable HRBP who thrives in a high-velocity environment, takes ownership of outcomes, has strong bias for action, proactively solves problems, and continuously improves how work gets done. The ideal candidate combines the judgment of a trusted advisor, the execution rigor of an operator, and the mindset of a builder. Scope of Impact Business Partnership • Build trusted partnerships with managers and leaders across supported R&D organizations, serving as a credible advisor on talent, organization, and people-related decisions. • Translate business objectives into practical solutions that enable organizational effectiveness. • Balance business priorities, employee experience, and long-term organizational implications when advising managers • Proactively identify organizational risks, capability gaps, talent concerns, and workforce trends, and drive recommendations that improve business outcomes. Manager & Leadership Capability • Advise first-line and mid-level managers on people leadership, performance management, employee development, engagement, organizational health, and team effectiveness. • Identify capability gaps and implement targeted interventions that strengthen manager effectiveness and team performance. • Coach managers through challenging employee situations, difficult conversations, performance concerns, organizational change, and development planning. • Provide guidance on HR policies, processes, and people practices while reinforcing broader organizational considerations. • Deliver manager enablement and leadership development initiatives that improve effectiveness and consistency at scale. Performance, Talent Management and Compensation • Own execution of annual people programs, including performance reviews, calibration discussions, talent reviews, and compensation planning, ensuring high-quality outcomes and strong manager engagement • Coach managers through complex performance management decisions and strengthen performance expectations, accountability, and employee development practices. • Identify talent, retention, succession, and capability risks and develop mitigation plans with managers • Partner on compensation decisions aligned with company philosophy and leverage workforce insights to improve decision quality. HR Program Design, Execution & AI-Enabled Transformation • Design, implement, scale, and improve people programs that enhance manager effectiveness and organizational outcomes. • Simplify, automate, and redesign people processes with a focus on outcomes rather than digitizing legacy workflows. • Champion AI, automation, and agentic workflows across HRBP work to improve decision quality, increase capacity, and deliver scalable people solutions and impact beyond traditional hu