Technology Human Resources Business Partner

Dodge & Cox is investing in the future of its Technology organization. As the firm continues to build and develop its technology capabilities, we are strengthening how we attract, develop, and support our people; deepening leadership, performance management, and team development practices to meet the demands of an evolving technology landscape. To support this work, we are looking to hire a Human Resources Business Partner (HRBP). The HRBP will serve as the primary people partner to the Chief Technology Officer and the Technology leadership team, with responsibility for talent strategy, organizational design, performance management practices, leadership development, employee relations, and the cultural integration of an evolving employee population across multiple locations. This is a hands-on, strategic, and highly visible role. The HRBP will work alongside Technology leadership to translate the technology team development roadmap into concrete people outcomes, while partnering closely with the broader Human Capital, Recruiting, Legal, and Compliance teams. The role reports to the Director of Human Capital & Administration. Key Responsibilities Strategic Partnership & Organizational Design Serve as the trusted Human Capital advisor to the Chief Technology Officer and Technology leadership team on all people matters. Partner on team design, role architecture, workforce planning, and recruiting. Translate the Technology strategy into clear, measurable people priorities, and report progress against a defined scorecard. Anticipate organizational risks, continuity, culture, capability, and compliance, and proactively shape interventions. Change Management & Workforce Insights Apply structured change management practices to support the multi-year Technology Team strategic plan, including stakeholder communication, manager enablement, and adoption planning. Use people data (attrition, engagement, hiring funnel, span of control, internal mobility)to identify risks, surface insights, and inform leadership decisions. Build feedback mechanisms that allow the firm to learn quickly and adapt as the Technology organization evolves. Talent Acquisition & Onboarding Partner with the Recruiting team and external search partners on the hiring strategy. Support hiring managers on interview design, candidate assessment, and inclusive hiring practices. Co-own the onboarding program for new Technology hires, including mentor pairing, milestone check-ins, and early-tenure feedback loops. Support deliberate knowledge transfer when contractor scopes transition to employee roles, ensuring documentation, pair-working, and runbook standards are met. Team & Leadership Development Shape and steward a structured management development program for Technology managers — built in-house or in partnership with external providers — covering team development, performance conversations, delegation, feedback, and operating rhythms. Lead an annual…