The salary range is a guideline and actual starting compensation will be determined by location, level, skills, and experience.

At Docker, we make app development easier so developers can focus on what matters. Our remote-first team spans the globe, united by a passion for innovation and great developer experiences. With over 20 million monthly users and 20 billion image pulls, Docker is the #1 tool for building, sharing, and running apps—trusted by startups and Fortune 100s alike. We’re growing fast and just getting started. Come join us for a whale of a ride!

As a Senior People Partner, you will be a strategic advisor and coach to leaders across our Engineering and Security organizations, helping scale teams and strengthen culture as the business grows. You will translate business and org needs into practical people strategies across talent, performance, engagement, and employee relations, while partnering closely with the broader People team to deliver consistent, high-quality programs and leader support.

Responsibilities

Strategic partnership and org effectiveness

• Serve as a trusted advisor to Engineering and Security leadership on org design, workforce planning, operating rhythms, and team effectiveness.

• Diagnose organizational health (structure, spans/layers, talent distribution, engagement signals) and recommend clear actions.

• Partner with leaders through change, including reorganizations, leadership transitions, and scaling moments.

Leader coaching and manager excellence

• Coach leaders and managers at multiple levels on performance, feedback, accountability, and team culture.

• Build manager capability through toolkits, training, and real-time guidance, especially for new managers and fast-growing teams.

• Support succession planning, talent reviews, and readiness conversations for critical roles.

Talent management and performance

• Lead end-to-end performance processes for your client groups (calibrations, promotions, development planning, performance improvement).

• Partner with leaders to define expectations for high performance in technical orgs, including clear role scope, career paths (IC and manager), and leveling conversations.

• Identify retention risks and development opportunities, and drive practical plans to address them.

Employee relations and risk management

• Independently manage complex employee relations concerns with sound judgment, empathy, and consistency.

• Partner with Legal and the People team on investigations, performance actions, and policy interpretation, ensuring compliance with US employment practices.

• Bring an extra layer of discretion and care when supporting Security teams and sensitive business areas.

Engagement, inclusion, and culture

• Champion inclusive leadership and equitable people practices in Engineering and Security.

• Translate engagement, attrition, and sentiment data into action plans with leaders, then drive follow-through and measurable improvement.

• Strengthen connection and belonging in distributed teams.

Data-driven decision-making

• Use HR metrics and insights to spot trends, influence decisions, and evaluate impact (headcount, attrition, performance distribution, internal mobility, engagement).

• Share clear, leader-ready narratives from the data, not just dashboards.

Cross-functional partnership

• Partner closely with Talent Acquisition on hiring plans and candidate strategy for technical roles.

• Collaborate with Total Rewards, People Ops, and L&D to deliver programs that fit Engineering and Security realities.

• Contribute to People Team initiatives, playbooks, and scaling improvements beyond your client group.

Quallifications

• 7+ years of progressive HRBP/People Partner experience, including meaningful experience supporting Engineering and or Security (or similarly technical, product-focused orgs).

• Strong working knowledge of US employment practices and employee relations, with comfort navigating ambiguity and sensitive issues.

• Experience supporting global, distributed teams, with particular strength partnering across the US and EMEA regions (leaders, employment practices, and cultural context).

• Demonstrated strength in org design, workforce planning, talent reviews, and coaching leaders through performance and change.

• Data fluency: you use metrics to tell a story, make decisions, and drive measurable action (Excel/Google Sheets proficiency required).

• Clear, confident communicator who can influence senior leaders and build trust quickly.

• High integrity, strong judgment, and consistent follow-through in a fast-moving environment.

• Familiarity with HRIS systems and standard People tools.

What to expect

First month

• Get oriented to our business, products, Engineering and Security org structures, and leadership priorities.

• Build relationships with key stakeholders (Engineering, Security, Product partners, People Ops, TA, Total Rewards).

• Start owning day-to-day People Partner support for your client groups, with thoughtful prioritization and strong responsiveness.

• Learn our systems, performance cadence, and any active org health or engagement signals.

First three months

• Independently support core lifecycle moments (onboarding, exits, performance check-ins, promotions support, manager coaching).

• Identify top people priorities for Engineering and Security (capability gaps, retention risks, operating friction) and launch focused action plans.

• Confidently lead or co-lead calibrations, talent discussions, and engagement follow-up for your groups.

• Begin resolving ER concerns with minimal oversight, escalating appropriately when needed.

One Year Outlook

• Be viewed as a trusted advisor to Engineering and Security leaders, known for practical guidance and strong judgment.

• Lead complex org and talent work (restructures, succession planning, manager effectiveness initiatives, retention strategies).

• Establish a strong operating cadence for people insights and reporting that leaders actually use.

• Contribute meaningfully to People Team scaling efforts by building repeatable playbooks and improving programs for technical orgs.

Docker does not offer visa sponsorship for this role.

We use Covey as part of our hiring and / or promotional process for jobs in NYC and certain features may qualify it as an AEDT. As part of the evaluation process we provide Covey with job requirements and candidate submitted applications. We began using Covey Scout for Inbound on April 13, 2024.

Please see the independent bias audit report covering our use of Covey here.

Perks

• Freedom & flexibility; fit your work around your life

• Designated quarterly Whaleness Days plus end of year Whaleness break

• Home office setup; we want you comfortable while you work

• 16 weeks of paid Parental leave

• Technology stipend equivalent to $100 net/month

• PTO plan that encourages you to take time to do the things you enjoy

• Training stipend for conferences, courses and classes

• Equity; we are a growing start-up and want all employees to have a share in the success of the company

• Docker Swag

• Medical benefits, retirement and holidays vary by country

• Remote-first culture, with offices in Seattle and Paris

Docker embraces diversity and equal opportunity. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills. The more inclusive we are, the better our company will be.

#LI-REMOTE

Compensation Range: $151.6K - $189.5K