HR Business Partner - E-Commerce, TikTok USDS-JV (Los Angeles)

TikTok’s US Data Security (USDS) team is growing—and we're seeking an enterprise-caliber, strategic, and operationally strong HR Business Partner for two critical client portfolios. In this role, you will support E-Commerce Business and E-Commerce Tech pillars in Tech & Product team.

Operating as a trusted advisor to executive business and technical leaders, this role will drive in-depth organizational design (OD), long-term strategic workforce planning, and macro business architecture transformation inside a highly secure environment. The ideal candidate will have deep experience analyzing, designing, and implementing scalable organizational structures within complex corporate matrices and technical talent bases, with the ability to assess current-state organizational effectiveness and build future-state models that support growth, system efficiency, and alignment with national security and data sovereignty goals.

Specifically, you will

• Executive Advisory: Serve as a strategic HR partner to both corporate executive and technical security leaders, translating complex business and engineering priorities into data-driven, highly secure people strategies.
• Macro Organizational Diagnostics: Independently conduct comprehensive organizational diagnostics to identify structural pain points, capability gaps, processing bottlenecks, or infrastructure inefficiencies across both corporate and technical client lines.
• Root-Cause Architecture: Identify underlying organizational friction points, execute systematic root-cause analyses, and implement scalable structural solutions to ensure high talent density, operational efficiency, and system performance.
• Structural Design & Evaluation: Design and evaluate intricate engineering, security, and corporate organizational structures, optimizing business work rhythms, spans of control, technical layering, role clarity, and matrixed decision-making models.
• Transformation & Realignment Roadmaps: Develop sophisticated business cases for change and author comprehensive implementation roadmaps to guide corporate business realignments, product pivots, or data isolation initiatives.
• Workforce Segmentation: Lead advanced workforce segmentation and headcount modeling to support long-term capacity planning, business agility, and agile engineering sprints.
• Leadership Coaching: Coach executive corporate and technical leaders on navigating rapid change, driving strict operational and performance accountability, and developing high-performing, matrixed teams.
• COE Collaboration: Partner cross-functionally with HR Centers of Excellence (TA, Compensation, D&I, L&D) to build and deploy specialized talent acquisition, people programs, and total rewards structures tailored to elite technical and corporate talent.
• Compliance, Risk & Security Oversight: Navigate highly sensitive employee relations cases and evolving, strict data-security and regulatory compliance frameworks in lockstep with specialized Legal and ER functions.

Minimum Qualifications

• 5+ years of progressive experience as a strategic HR Business Partner with direct experience in Organizational Design involving technical/corporate organizational assessments, structural redesign, and scalable operating model implementation.
• Proven Transformation Track Record: Demonstrated success managing complex organizational changes tied to business restructuring, technical infrastructure growth, reengineering, or macro corporate transformation.

Preferred Qualifications

• Technical & Regulated Matrix Depth: 3+ years of experience explicitly supporting corporate infrastructure client groups (e.g., Legal, Finance, Compliance, Policy, or HR) AND/OR highly technical, engineering, or security-regulated environments (e.g., Cybersecurity, Data Infrastructure, Risk & Response, or Privacy fields).
• Advanced Analytical Diagnostic Toolkit: Exceptional diagnostic capabilities; deeply comfortable working through high ambiguity, massive unstructured technical/corporate datasets, and changing regulatory frameworks.
• Data Fluency: Technical proficiency with data visualization or HR analytics tools (Excel, Tableau, Power BI) to independently convert talent intelligence metrics into executive-ready proposals.
• Executive & Technical Stakeholder Influence: Strong facilitation skills & executive presence, and a proven track record of achieving alignment and executing influence without direct authority over senior technical, engineering, and corporate leadership stakes.