HRBP

Obsidian Security is the leading SaaS security platform, trusted by global enterprises like Snowflake, T-Mobile, and Algolia. We protect 200+ organizations across North America, Europe, the Middle East, Southeast Asia, Australia, and New Zealand, including many of the world’s largest Fortune 1000 and Global 2000 companies. Founded in 2017 and backed by top investors like Greylock, Obsidian was built to close a critical gap: securing SaaS apps where business happens—Microsoft 365, Salesforce, and hundreds more. The company does this by offering a complete SaaS security platform to reduce risk, detect and respond to threats, and prevent breaches at the source. Obsidian was built by leaders who redefined endpoint and identity security at CrowdStrike, Okta, Cylance, and Carbon Black. Now, they’re transforming how SaaS is secured. With AI driving rapid SaaS growth and complexity, agentic AI tools gain privileged access to sensitive data through integrations, creating new risks most security tools miss. Obsidian uniquely detects anomalous OAuth token activity and manages integration risks. Major announcements are on the horizon. Recognizing that SaaS security needs to evolve, Obsidian enables growing organizations to start with a lightweight, prevention-focused browser extension and expand coverage over time. With global momentum, a growing partner ecosystem including SentinelOne, Databricks, and Google Cloud, and a major fundraise ahead, Obsidian is scaling rapidly toward long-term growth and IPO readiness. Role Overview As an HR Business Partner (HRBP) at Obsidian Security, you will be a trusted advisor to leaders and a strategic driver of people outcomes across the business. You’ll partner closely with managers and cross-functional stakeholders to scale high-performing teams, strengthen leadership practices, and build programs that support a rapidly growing and globally distributed organization. This role is ideal for someone who thrives in fast-paced environments, can flex between strategic and hands-on execution, and brings sound judgment, empathy, and strong business acumen. What You’ll Do Strategic People Partnership Partner with functional leaders to develop and execute people strategies aligned to business goals and rapid growth plans. Provide coaching and consultation to managers on organizational effectiveness, team performance, leadership development, and culture. Use data and insights (e.g., engagement, attrition, performance, hiring trends) to inform recommendations and influence outcomes. Performance, Development & Talent Drive performance management processes including goal setting, reviews, calibration, feedback practices, and performance improvement plans. Partner with leaders to identify and develop high-potential talent, succession plans, and growth opportunities across teams. Collaborate with Talent Acquisition and business leaders to forecast hiring needs, improve onboarding, and scale for growth. Employee Relations & People Operations Guide managers through complex employee situations with fairness, consistency, and strong compliance/risk awareness. Lead investigations, conflict resolution, and sensitive issues as needed with sound discretion and professionalism. Ensure managers and teams understand and follow People policies, employment practices, and change management approaches. Organizational Design & Change Spearhead organizational design work, role clarity, operational changes, and leadership transitions as teams scale. Drive change management efforts, ensuring teams are supported through growth, restructuring, or evolving business priorities. Culture & Engagement Promote a culture of high performance, inclusion, and accountability while supporting employee experience and engagement. Partner with the People team to build, launch and evolve programs (performance management, engagement surveys, manager enablement, learning initiatives, etc). What We’re Looking For Minimum Qualifications 8+ years of progres