Senior Director, Strategic HR Business Partner

At Bloom Energy, our vision for a world powered by clean, reliable, and affordable energy is more than just a dream—we’re making it reality.

For over two decades, we’ve been at the forefront of the global energy transition, pioneering solutions that empower critical industries to thrive in a rapidly digitizing, energy-intensive world. From revolutionizing power for AI-driven data centers to ensuring resilience for hospitals, electric grids, manufacturing facilities, and utilities, our solid oxide fuel cell (SOFC) and solid oxide electrolyzer (SOEC) technologies are redefining what’s possible by delivering energy abundance for all. With more than 30,000 fuel cell modules deployed worldwide, we are the trusted partner for Fortune 100 companies and innovators alike. Our cutting-edge solutions enable unparalleled “time-to-power” capabilities, reliability, and sustainability, ensuring our customers remain ahead in a world where soaring energy demand and intensifying energy scarcity are rapidly becoming the new norm.

At Bloom, we thrive on collaboration, bold thinking, and relentless innovation. We believe that, together, we can create a brighter, more sustainable future while tackling the most pressing challenges of the 21st century.

We are looking for a Senior Director, Strategic HR Business Partner to join our team in one of today’s most exciting technologies.  This role will report to Chief People Officer and based in San Jose, CA. This is a fully on-site, in office role 5 days a week. As a strategic HR Business Partner, you will be aligned with the Development and CTO functions (Engineering and Chief Technology Organization’s) and own the HR strategy for these groups.

Role and Responsibilities:

• Understand the business strategy, identify and drive aligned programs for organizational design, workforce planning, succession bench strength, talent management, performance management, and skills assessment and development.
• Drive organization design initiatives, program delivery, and resolve complex employee relation issues
• Diagnose gaps between current and desired organization performance and deploy actions to resolve them, including organization redesign, process change, coaching and training.
• Provide strategic thought leadership while juggling day-to-day tactics until significant headcount growth is achieved
• Review with leaders the key workforce metrics for their organization and devise programs to proactively address gaps and issues and drive systemic improvement
• Act as a liaison between business, HR operations and COEs to ensure HR services, programs and policies are aligned with internal client needs.
• At this stage in our evolution, this role requires a detailed oriented business minded approach to the work and the ability to roll up your sleeves to drive work is critical
• Coach senior leaders to improve leadership abilities, relationships among teams/individuals and interpersonal communications, as well as deliver effective performance feedback.

Measurable results:

• Within first three months: Gain a keen understanding of the business requirements and earn the trust required to effectively support employees and leaders navigate accelerated growth and scale
• Within first 6 months: Effectively guide the team through change management and organizational transformation.  Serve as a strategic business partner/thought leadership, directly influencing business decisions and closing organizational blind spots. Maintain high engagement, motivation, and culture during rapid organizational growth. 
• Longer-term: Successfully onboard ~ high-quality employees within Development, scaling the organization over the next 3-4 years. Develop Technical Leadership Capabilities Bench Establish and execute leadership succession planning (multiple prepared successors for key roles within 3-5 years)

Skills and Experience: 

• Deep understanding of Engineering functions and their talent dynamics
• Proven success in scaling teams and driving transformation in high-growth global environments Strong partnership, stakeholder management, coaching and analytical skills
• Ability to synthesize large quantities of quantitative and qualitative data, recognize trends, tie back to business priorities and develop recommendations based on data analysis  
• Ability to be give constructive feedback to senior leaders and lead large scale change management initiatives

Education:

• Bachelor’s degree in business administration, HR management or related field (Masters preferred) 20+ years of progressive experience, including 5+ years in supporting top level executives Experience in supporting technical organizations, and ideally some experience outside of HR 
• Strong knowledge of HR best practices, employment law and organizational development

Bloom Energy is an equal opportunity employer and makes employment decisions on the basis of merit. We are committed to compliance with all applicable laws providing equal employment opportunities. All qualified applicants, will receive consideration for employment without regard to race, sex, color, religion, national origin, protected veteran status, or on the basis of disability. Bloom Energy makes reasonable accommodations, consistent with applicable laws, for the known physical or mental limitations of an otherwise qualified applicant or employee with a disability, who can perform the essential job functions, unless undue hardship would result.

Bloom Energy is committed to fair and equitable compensation practices. The total compensation for this position includes standard company benefits and is based on various factors including, but not limited to, relevant skills and experience.

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