Senior Manager, HRBP and HR Transformation

It all started when engineer Fred Luddy wrote code that automated a tedious task for his coworker, Phyllis. She cried tears of joy. That moment inspired Fred to build a company that could do that for everyone—freeing people from busywork so they could focus on meaningful work. Today, ServiceNow is the AI control tower for business reinvention. Our ServiceNow AI platform brings together any AI, any data, and any workflow— helping 85% of the Fortune 500® work smarter, faster, and better. We're building an AI-native culture where technology and talent are unstoppable together. And we're just getting started.

Join us to put AI to work for people.

What you get to do in this role: 

As an HR Business Partner for Global People, you are a business leader who specializes in how to build and manage high-performing teams. You'll immerse yourself in the business to understand what we're trying to achieve, then partner in delivering results through talent and workforce strategies that drive impact. 

What sets this role apart is how you'll think about the future and the work itself. You'll rethink how we acquire, develop, and retain talent as AI fundamentally changes what work looks like — which means examining how work actually gets done, identifying inefficiencies, and redesigning operating models to close the gap between today and tomorrow. You'll help shape how Global People itself works and learns — the culture, practices, and capabilities that make transformation stick. 

You will serve as an HRBP within Global People and have the opportunity to work across Corporate Functions: 

• Immerse in the business to understand strategic priorities and constraints. Partner with leaders to translate business goals into actionable talent and organizational strategies that drive measurable outcomes. Anticipate how an AI-forward org and evolving ways of working change the talent and capability needs. 
• Help shape the future of how an AI-enabled HR organization operates. Global People is architecting a transformational reinvention, and you have the rare opportunity to build from the ground up — establishing the culture, practices, and capabilities that will define how our function works and learns in an AI era. 
• Inspect how work actually gets done and redesign workflows and operating models. Identify inefficiencies and gaps. Work with leaders to close the distance between current state and future vision, considering both human roles and AI agent contributions. 
• Lead annual performance and development cycles — goal setting, talent reviews, calibrations, succession planning — with consistent and equitable execution. Use these moments to advance learning and upskilling in areas like AI literacy and modern operating models. 
• Use people data and operational data to surface risks and organizational effectiveness issues. Spot patterns in attrition, engagement, performance, and AI readiness; recommend targeted interventions. 
• Partner with Compensation, Benefits, Learning & Development, People Analytics, Talent Acquisition and other subject matter experts to design and deliver solutions that fit the business needs and scale appropriately. 
• Advise leaders on organizational design, team structures, roles, and operating models — especially as work evolves. Help them think through team structure and how responsibilities shift between humans and AI. Guide them through restructures, new processes, and scaling. 
• Support workforce planning by anticipating hiring needs, identifying and closing skill gaps, and building succession pipelines for critical roles. Think strategically about where AI agents augment or replace functions. 
• Drive culture and engagement initiatives across Global People: make sure people feel heard, managers have what they need, policies get applied consistently. 
• As you establish the model within Global People, you'll have the opportunity to scale these practices and partnerships across Corporate Functions. 

To be successful in this role you have: 

• A business operator's mindset: you think and act like a business leader, not just a People specialist. You understand how organizational decisions impact business delivery and can navigate constraints and trade-offs. 
• You've led large-scale transformation — building operating models, redesigning processes, modernizing functions — by examining how work actually gets done. You can manage the gap between current state and future vision. 
• Strong ability to use data to benchmark performance, make informed decisions, and recommend solutions. You can read and interpret people analytics and operational metrics, and you spot patterns others miss. 
• Direct coaching and client support experience. You build trusted partnerships with leaders and help them navigate complexity. Experience working with business functions beyond HR is a plus. 
• Understanding of how AI is changing talent, work, and organization design — and a genuine passion for building learning-led cultures and enabling continuous upskilling. You can help leaders think through the implications for structure and capability. 
• Proven track record leading large-scale organizational or technology transformation. You navigate change and help it actually stick. 
• Ability to move fluidly across domains — strategic thinking, operational execution, organizational design, tactical problem-solving — and work effectively with multiple stakeholder groups. 
• Outstanding interpersonal and communication skills. You bring people together, build real relationships, and explain complex changes simply. 
• Comfort with ambiguity and independent work. You juggle complex issues, prioritize with limited guidance, and thrive in unstructured environments. 
• The confidence to challenge respectfully — to push back on ideas when it matters, ask hard questions, and influence decisions with data and clear thinking. 
• 8+ years of professional experience in talent strategy, organizational effectiveness, or in relevant experience within the business. 

JV22

Work Personas

We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here. To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service.

Equal Opportunity Employer

ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements. 

Accommodations

We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact [email protected] for assistance. 

Export Control Regulations

For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities. 

From Fortune. ©2026 Fortune Media IP Limited. All rights reserved. Used under license.