HRBP Director, Marketing

See Yourself at Twilio

Join the team as Twilio’s next HRBP Director, Marketing

About the Job

We are looking for an HRBP Director who turns people strategy into business impact. 

You thrive at the intersection of marketing, business, and technology. You are energized by complex global organizations, and see yourself as a trusted advisor to the CMO and senior marketing leaders, driving workforce strategy that scales teams, enhances performances, and shapes cultures. 

This role is for someone who goes beyond HR operations. You understand how specialized marketing talent drives growth in an agile industry and environment, and have a track record of designing strategies that attract, develop and retain high-impact professions across global teams (400+ employees spanning NAMER, APJ, LATAM, EMEA).

You are fluent in leveraging data, analytics, AI, and automation insights– using them to anticipate talent needs, guide organizational design, and influence systematic change. You thrive in ambiguous, fast-moving environments, translating insights into action and aligning stakeholders across regions to achieve measurable results. 

This is an Individual Contributor role with global influence, perfect for someone who enjoys collaborating across functions, shaping culture, and driving organizational effectiveness at scale. If you see yourself as a strategic partner, business-savvy advisor, and driver of transformation, this is the role for you. 

Responsibilities

As a trusted HRBP leader to the CMO and marketing executives, you will:

Strategic Partnership & Business Acumen

• Serve as the trusted HR advisor to the CMO and marketing leadership team, shaping talent strategies that drive growth, innovation, and organizational performance and its intersections with Product, Sales, and Finance.
• Learn & know the business inside and out, anticipating talent needs and challenges at scale. Understand at a high level SaaS/CpaaS marketing, demand generation, product marketing, brand, and communications dynamics.
• Provide data-driven recommendations and strategic tradeoffs on organizational design, talent allocation, leadership development, and long term capability planning.
• Partner with leaders to cultivate a high-performing, innovative, and inclusive marketing culture, ensuring alignment to business & people priorities.
• Navigate complex transformations—workforce planning, AI adoption, reorganizations—with empathy, clarity, and influence to drive alignment and adoption across key stakeholders.
• Provide confidential one-on-one coaching to senior leaders to enhance strategic thinking, drive change management initiatives, and improve performance.

​​Talent Planning & Organizational Effectiveness

• Lead strategic workforce planning, capability planning, and skills gap analysis to ensure marketing teams are optimized for current priorities and future growth.
• Partner with Talent Development and Learning teams to assess and shape pipeline health and ensure talent investments are hyper-aligned with business needs.
• Design organizational structures that balance operational efficiency, creativity, and agility, optimizing marketing effectiveness at scale.
• Pioneer and lead succession planning, leadership development, and retention strategies for critical marketing and communications roles.

Data Storytelling & AI-Driven Insights

• Use HR analytics, predictive modeling, and AI-enabled workforce tools to generate actionable insights, inform workforce strategies, and guide evidence-based executive decisions.
• Partner closely with the People Data Solutions & AI team to develop and scale tools—including AI-powered assistants and data orchestration frameworks—to optimize insights, streamline analytics processes, and integrate multiple data sources.
• Monitor and integrate external workforce trends, emerging research methodologies, and new technologies to continuously enhance marketing workforce strategy; advise on emerging risks and opportunities.
• Translate complex data into clear, cohesive narratives for executives, influencing decision-making on talent, structure, and organizational design.

Change Leadership & Employee Experience

• Drive adoption of new HR programs, AI-powered solutions, and workforce strategies in a fast-moving, high-growth environment, ensuring leaders and teams transition smoothly through change.
• Provide guidance on employee relations, performance management, and compliance, balancing fairness with business priorities.
• Promote initiatives that embed equity, inclusion, and belonging across the marketing organization.

Qualifications

Twilio values diverse experiences from all kinds of industries, and we encourage everyone who meets the required qualifications to apply. If your career is just starting or hasn't followed a traditional path, don't let that stop you from considering Twilio. We are always looking for people who will bring something new to the table!

Required:

• 10+ years of HRBP or equivalent experience in fast-moving, global, high-growth organizations, ideally in SaaS/CpaaS or technology-driven marketing functions.
• Proven track record of designing and executing talent strategies that drive business outcomes, improve performance, and enable growth.
• High level understanding of marketing operating models, SaaS/CpaaS go-to-market strategies, and talent dynamics in marketing, communications, and brand.
  Ability to influence senior leaders, provide data-driven recommendations, and navigate complex, cross-functional decision-making.
• Demonstrated expertise in workforce planning, organizational design, leadership development, and talent retention strategies at scale.
• Strong skills in data, analytics, AI, and automation insights to inform strategy, anticipate talent needs, and influence systemic change.
• Comfortable operating in ambiguous, fast-paced environments, translating insights into action, and driving results across regions.
• Exceptional communication, coaching, and stakeholder management skills, with the ability to build trust at all levels.

Desired:

• Experience leading HRBP strategy for global marketing teams of 400+ employees, spanning multiple regions (NAMER, APJ, LATAM, EMEA).
• Prior experience with change management, digital transformation, or AI adoption initiatives in marketing or related business functions.
• Advanced analytics or people insights experience, including using AI or automation to inform workforce decisions.
• Experience advising executive leadership on complex workforce challenges, including critical skill gaps, high-potential pipelines, and organizational redesign.

Location

This role will be remote, but is not eligible to be hired in CA, CT, NJ, NY, PA, WA.

Travel

We prioritize connection and opportunities to build relationships with our customers and each other. For this role, you may be required to travel occasionally to participate in project or team in-person meetings.

What We Offer

Working at Twilio offers many benefits, including competitive pay, generous time off, ample parental and wellness leave, healthcare, a retirement savings program, and much more. Offerings vary by location.

Compensation

*Please note this role is open to candidates outside of California, Colorado, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont, Washington D.C., and Washington State. The information below is provided for candidates hired in those locations only.

The estimated pay ranges for this role are as follows:

• Based in Colorado, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, Vermont or Washington D.C. : $167,800-$209,700.00
• Based in New York, New Jersey, Washington State, or California (outside of the San Francisco Bay area): $177,700.00-$222,100.00
• Based in the San Francisco Bay area, California: $197,400.00-$246,700.00

This role may be eligible to participate in Twilio’s equity plan and corporate bonus plan. All roles are generally eligible for the following benefits: health care insurance, 401(k) retirement account, paid sick time, paid personal time off, paid parental leave.

The successful candidate’s starting salary will be determined based on permissible, non-discriminatory factors such as skills, experience, and geographic location.

Applications for this role are intended to be accepted until 11/27/25 but may change based on business needs.