Senior Vice President, Human Resources Business Partners

RealPage is one of the most influential technology platforms in the global rental housing ecosystem, powering operations, data, financial workflows, analytics, and decision-making for a significant share of the multifamily industry. Founded in 1998 and headquartered in Richardson, Texas, the company serves more than 24 million residential units worldwide and is a critical infrastructure layer for property owners, operators, and investors.

The multifamily industry is complex, fragmented, operationally intensive, and increasingly data-driven. RealPage sits at the center of this ecosystem with an integrated, AI-enabled platform that connects every stage of the property lifecycle, including marketing and leasing, operations, finance, revenue management, investment management, resident experience, payments, data, and portfolio performance.

RealPage has the opportunity to define the next era of rental housing technology: moving from systems of record and workflow automation toward a trusted, intelligent, AI-enabled operating platform that helps customers run portfolios with greater efficiency, insight, automation, compliance, and financial performance. The people agenda must help the company execute as one enterprise while preserving the accountability and speed of its businesses and functions.

The Senior Vice President of Human Resources Business Partners will lead RealPage's global HR Business Partner organization and set the standard for strategic, enterprise-minded HR partnership. The SVP will serve as a trusted advisor to senior business and functional leaders, the face of HR to the employee population, and a key partner to the CHRO and HR leadership team on the company's most important people and organization decisions. This is a hybrid position requiring a minimum of two days per week at our Richardson, TX headquarters.

The Senior Vice President of Human Resources Business Partners will report to the CHRO and will lead the HRBP practice through a period of continued scale, transformation, and enterprise integration. Specifically, the SVP will:

• Serve as a trusted counsel to the CHRO, CEO, Executive Management Committee, senior business leaders, and functional executives on people, organization, culture, and employee matters.

HR Business Partner Strategy and Operating Model

• Lead the global HR Business Partner organization, including functional HRBPs, business-unit HRBPs, and the U.S. HR Business Partner network.
• Lead and continuously improve the HRBP model, including accountabilities, coverage, spans, interfaces, operating rhythms, escalation paths, and service standards.
• Create consistent expectations for how HRBPs diagnose business needs, frame choices, advise leaders, and follow through on enterprise and local priorities.
• Use workforce data, employee signals, and business performance information to identify risks, opportunities, and actions that require leadership attention.

Enterprise Leadership and Business Partnership

• Partner with business and functional leaders on strategy execution, organization design, workforce planning, leadership effectiveness, talent reviews, succession, and culture.
• Help leaders make sound decisions on capability, structure, performance, engagement, employee experience, and change while balancing enterprise consistency with business needs.
• Act as an enterprise integrator across functions and business units, identifying themes and dependencies that require coordinated action from the HR leadership team or broader company leadership.
• Represent the voice of employees and leaders in enterprise discussions, ensuring that business decisions are translated into a clear, respectful, and effective employee experience.

Partnership with Centers of Excellence and HR Leadership

• Build an effective working partnership with Compensation and Benefits, Talent, Learning and Development, Organizational Effectiveness, Employee Relations, Inclusion, HR Operations, and other HR leaders.
• Translate business needs into clear priorities for the centers of excellence and ensure COE solutions are practical, adopted, and connected to leader and employee outcomes.
• Create shared planning and operating rhythms across the HR leadership team, with clear ownership, healthy challenge, and disciplined follow-through.
• Help resolve cross-HR tradeoffs and escalations in a way that protects employee trust, internal consistency, legal and regulatory compliance, and business performance.

Talent, Organization, and Change

• Lead enterprise talent and succession discussions in partnership with the CHRO and HR leadership team, with particular focus on critical roles, leadership depth, and capability required for the next phase of growth.
• Advise on organization design, restructuring, integration, transformation, and other significant changes with appropriate attention to execution, communication, employee impact, and country-specific requirements.
• Strengthen the company's approach to leadership development, accountability, performance management, and employee engagement through practical leader routines and targeted interventions.
• Ensure HRBPs are equipped to support change with clarity, empathy, pace, and sound judgment.

HRBP Organization and Operating Excellence

• Assess, recruit, develop, and retain a strong HRBP leadership team and broader network with the credibility and capability to operate at enterprise scale.
• Set standards for executive presence, business acumen, coaching, collaboration, confidentiality, employee relations judgment, and use of HR technology and data.
• Establish meaningful measures of HRBP effectiveness, including leader outcomes, employee experience, talent health, workforce risk, adoption of HR programs, and business impact.
• Build a culture of directness, accountability, service, continuous improvement, and low-ego collaboration across the HRBP community and the broader HR function.

• Proven success leading a large, distributed HR Business Partner organization in a complex, global company, ideally in technology, software, or a similarly dynamic environment.
• Experience partnering directly with a CEO, CHRO, executive team, business-unit leaders, and functional executives on enterprise people and organization decisions.
• Track record integrating HRBPs with centers of excellence and HR operations to create a coherent, high-quality HR practice.
• Strong experience with organization design, workforce planning, talent and succession, leadership effectiveness, culture, employee engagement, change leadership, and employee relations.
• Demonstrated ability to lead through business transformation, restructuring, integration, growth, or other periods of significant organizational change.
• Experience operating across multiple countries and workforce populations, with sound judgment regarding employment, privacy, consultation, works council, and other local-country considerations.
• Evidence of building capable HR leadership teams, raising the quality of HR partnership, and creating consistent standards without becoming overly centralized or process-driven.
• Strong business acumen, data fluency, executive communication skills, and the judgment to connect people decisions to performance, risk, culture, and value creation.

Personal Characteristics

• Enterprise-minded HR executive who can see the whole system, build trust quickly, and still drive clear decisions and accountability.
• Credible, calm, and pragmatic with leaders and employees; comfortable being the visible face of HR in consequential moments.
• High integrity and discretion, with strong judgment about sensitive employee, leadership, organizational, and business matters.
• Direct and candid, while demonstrating empathy, respect, and the ability to meet people where they are.
• Builder of strong teams and partnerships who develops others, shares credit and does not become the bottleneck.
• Data-informed and action-oriented, with the ability to turn broad workforce signals into practical priorities and measurable outcomes.
• Comfortable with healthy conflict: willing to challenge assumptions, clear in the room, aligned after a decision, and low ego in pursuit of the right answer.
• Resilient and adaptable, with the pace, curiosity, and courage to lead through ambiguity and continued change.