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About the Role

Dodge & Cox is investing in the future of its Technology organization by strengthening how it attracts, develops, and supports its people. The Human Resources Business Partner (HRBP) will serve as the primary people partner to the Chief Technology Officer and the Technology leadership team, focusing on talent strategy, organizational design, performance management, leadership development, employee relations, and cultural integration. This is a hands-on, strategic, and highly visible role that translates the technology team development roadmap into concrete people outcomes.

Responsibilities

Serve as the trusted Human Capital advisor to the Chief Technology Officer and Technology leadership team on all people matters.
Partner on team design, role architecture, workforce planning, and recruiting.
Translate the Technology strategy into clear, measurable people priorities, and report progress against a defined scorecard.
Anticipate organizational risks, continuity, culture, capability, and compliance, and proactively shape interventions.
Apply structured change management practices to support the multi-year Technology Team strategic plan.
Use people data (attrition, engagement, hiring funnel, span of control, internal mobility) to identify risks, surface insights, and inform leadership decisions.
Build feedback mechanisms that allow the firm to learn quickly and adapt as the Technology organization evolves.
Partner with the Recruiting team and external search partners on the hiring strategy.
Support hiring managers on interview design, candidate assessment, and inclusive hiring practices.
Co-own the onboarding program for new Technology hires, including mentor pairing, milestone check-ins, and early-tenure feedback loops.
Support deliberate knowledge transfer when contractor scopes transition to employee roles.
Shape and steward a structured management development program for Technology managers.
Lead an annual team health assessment including qualitative 360 feedback from stakeholders and peers and partner with leaders to act on results.
Coach Technology managers and senior individual contributors on difficult conversations, conflict resolution, and team effectiveness.
Support succession planning and high-potential development across the Technology organization.
Partner with Technology leaders on the performance review cycle.
Coach and train managers on effective feedback delivery, performance documentation, and the day-to-day practices that support fair and well-supported performance decisions.
Advise managers on navigating complex performance situations, in partnership with senior Human Capital leadership and Legal.
Help shape and operate the job architecture for Technology roles, including leveling, scope, and competency frameworks.
Serve as a senior point of contact for sensitive employee relations matters within the Technology organization, exercising sound judgment and discretion.
Advise managers on policy interpretation, conflict resolution, and employee concerns.
Identify themes and patterns in employee relations matters and recommend systemic improvements.
Champion the Dodge & Cox culture within the Technology organization, helping leaders translate the firm's values into everyday team practices and decisions.
Design team-building, on-site, and connection rituals that preserve Dodge & Cox culture across locations.

Requirements

Ten or more years of Human Resources experience, with at least five years in an HR Business Partner or equivalent strategic HR role.
Demonstrated experience partnering with technology, engineering, or product leadership in a complex, knowledge-intensive organization.
Track record of leading meaningful organizational change—workforce model shifts, geographic expansions, or comparable transformations.
Deep working knowledge of performance management, job architecture, talent calibration, and employee relations.
Strong coaching and influencing skills, with the credibility and judgment to advise senior leaders and challenge thoughtfully.
Comfort using people data and analytics to inform decisions and tell a clear story to leadership.
Sound understanding of employment law and HR compliance, including multi-state considerations.
Excellent written and verbal communication; ability to operate with discretion and handle highly sensitive information.
Bachelor’s degree or equivalent professional experience.
Genuine energy and passion for people, talent development, and helping individuals and teams grow.
Strong ownership mindset, with the drive and accountability to see meaningful work through from idea to impact.
Genuinely collaborative working style, with the ability to build trust and operate effectively across functions, levels, and locations.
Sound judgment and discretion, with a track record of handling sensitive information and complex interpersonal situations with care.
Intellectual curiosity and a willingness to learn the business—including the technology domain—deeply enough to be a credible partner to leaders.
Comfort operating with ambiguity and building from the ground up, with a bias toward action and follow-through.
Adaptable and resilient, with the ability to navigate shifting priorities and changing circumstances while maintaining focus on what matters most.
Demonstrated ability to influence and coach senior leaders without formal authority, including the willingness to challenge respectfully.
Experience in financial services, asset management, or another highly regulated industry.
Familiarity with technology talent markets in the San Francisco Bay Area and Boston.
Experience supporting AI, cloud, data, or platform engineering teams.
SHRM-SCP, SPHR, or comparable Human Resources certification.
All Dodge & Cox employees must adhere to the Firm’s security policies and Code of Ethics.
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Skills

Talent Strategy
Organizational Design
Performance Management
Leadership Development
Employee Relations
Cultural Integration
Change Management
Workforce Planning
Recruiting
Talent Acquisition
Onboarding
Team Development
Coaching
Conflict Resolution
Succession Planning
Job Architecture
Data Analysis
Employment Law
HR Compliance
Communication
Discretion
Collaboration
Intellectual Curiosity
Adaptability
Resilience
Influence

Location

Multiple locations

Work Type

Full-time

Experience Level

Ten or more years of Human Resources experience
At least five years in an HR Business Partner or equivalent strategic HR role

Education Level

Bachelor’s degree or equivalent professional experience
SHRM-SCP, SPHR, or comparable Human Resources certification

Salary/Compensations

$165-190k

Benefits

Coverage of 100% of all healthcare premiums for employees and their families
Fully funding a retirement plan at 25% of the total compensation to the IRS limit

About the Company

Founded in 1930 in San Francisco, Dodge & Cox is one of the world’s largest independently owned investment firms with over $475 billion in assets under management and 376 employees (as of January 31, 2026). We manage money for individuals and institutions globally with a single investment philosophy applied across a focused set of offerings. Undistracted by short-term product trends or asset gathering, we concentrate on serving our clients by adhering to our time-tested investment approach. We build investment portfolios using deep fundamental research, a strict price discipline, a long-term investment horizon, and team decision-making. Our engaging, collaborative environment pushes us to accomplish our best. That’s why many of us devote our careers to Dodge & Cox, ensuring stability and compounding our intellectual capital across generations. This institutional memory—combined with our collaborative culture and focused business model—makes us uniquely suited for long-term investing and enables us to continuously seek lasting value for our clients in a rapidly changing world.

Equal Opportunity

It is the Company’s policy to provide equal opportunity to all persons without regard to race, color, religion, sex, pregnancy, marital or domestic partner status, sexual orientation, gender identity or expression, age, ancestry, national origin, disability, or medical condition, as defined in state and federal laws. This policy covers all aspects of employment including, but not limited to, recruitment, selection, training, promotion, transfer, compensation, demotion, and termination.