Senior People Partner (Revenue, East Coast or Central Preferred)

Join Docker as a Senior People Partner, where you will play a crucial role in connecting business priorities to people strategy within our go-to-market organization. You will partner closely with leaders, managers, and employees, providing guidance on complex employee matters and leading core people processes. This role requires strong HR judgment, clear communication, and the ability to navigate complex situations with care and discretion.

• Partner closely with leaders, managers, and employees across the go-to-market organization to connect business priorities to people strategy.
• Provide clear guidance and practical recommendations on complex employee matters, balancing employee experience, business needs, risk, and consistency.
• Lead and support core people processes within Revenue, including performance management, talent reviews, compensation cycles, promotions, employee development, engagement planning, and organizational changes.
• This is an experienced individual contributor role for someone who brings strong HR judgment, clear communication, business acumen, and steadiness in complex or high-pressure situations
• Strong experience as a People Partner, HR Business Partner, or similar role, preferably in a technology company or fast-moving global environment
• Experience supporting Revenue, Sales, Customer Success, Marketing, or other customer-facing teams is strongly preferred
• Sound judgment and the ability to navigate complex, sensitive, and ambiguous situations with care, discretion, and a practical understanding of business impact
• Strong analytical skills and comfort using data to identify trends, tell a clear story, and recommend action
• Experience supporting global or distributed teams, with an understanding of how to partner across regions, cultures, and time zones
• Excellent communication skills, including the ability to explain complex or sensitive information clearly, tailor messages to the audience, and create alignment when stakeholders may not start in the same place
• A collaborative approach and the ability to work well across People Team functions, Revenue teams, and other internal partners
• The ability to push back with confidence and respect. You are comfortable challenging leaders, naming risks, and offering a different perspective when the situation calls for it
• Strong HR knowledge across employee relations, performance management, talent management, compensation, organizational design, change management, engagement, and leadership coaching