Jobs and Careers

HR Business Partner (Global Functional Lead) (Hybrid)

Clearwater, United StatesRemotefull_timeVerifiedPosted 29 Jun 2026

About the role

KnowBe4 empowers the modern workforce to make smarter security decisions every day. Trusted by more than 70,000 organizations worldwide, KnowBe4 is the pioneer of digital workforce security, securing both AI agents and humans. The KnowBe4 Platform provides attack simulation and training, collaboration security, and agent security powered by AIDA (Artificial Intelligence Defense Agents) and a proprietary Risk Score. The platform leverages 15-years of behavioral data to combat advanced threats including social engineering, prompt injection, and shadow AI. By securing humans and agents, KnowBe4 leads the industry in workforce trust and defense.

Clearwater positions open to candidates located in greater Tampa Bay area.

The Opportunity

The HR Business Partner (Global Functional Lead) is a strategic global lead responsible for defining the "what" of the talent agenda for their assigned business functions. Operating within a matrixed global model, this role owns the talent strategy, organizational design, and leadership coaching for their functional client groups worldwide. The HRBP acts as the primary strategic architect, partnering with Regional HR Leaders (who own the "how" and local execution) to ensure a consistent, high-performance employee experience across all geographies.

What You'll Do

Functional Talent Strategy & Org Design (The "What")

Global Strategic Lead: Identify root-cause business challenges for assigned functions and translate them into a multi-year global HR roadmap.
Organizational Architecture: Lead organizational design and restructuring initiatives for the function, ensuring global scalability and alignment with company goals.
Succession & Talent Reviews: Own the annual global talent review and succession planning process for the function, identifying high-potential talent and bridging leadership gaps.
Workforce Planning: Partner with Finance and Functional Heads to lead global headcount planning and talent acquisition prioritization.

Matrix Collaboration (Functional vs. Regional)

Regional Partnership: Collaborate with Regional HR Leaders (Americas, EMEA, APJ) to adapt global functional strategies to local legal and cultural requirements.
One Voice to Leadership: Serve as the primary point of contact for the function's senior-most global leaders, ensuring they receive coherent and coordinated HR support.
Global Consistency: Ensure HR programs (Performance, Compensation, DEI) are implemented with consistency across all regions for the specific function.
Operational Handoffs: Manage explicit handoffs to Regional HR for local Employee Relations, compliance, and office-specific culture initiatives.
Information Exchange: Ensure vital information is flowing between yourself, the function you’re supporting, and the regional HR leaders. Empowerment through coordination and collaboration is the way!

Leadership Coaching & Performance

Executive Advisory: Act as a trusted sounding board and coach for senior executives on people-related decisions, org health, and leadership behavior.
Proactive Performance: Partner with Employee Relations and Regional HR to inculcate a high-performance culture, guiding managers on talent assessment and complex performance management.
Compensation Strategy: Collaborate with the Total Rewards COE to broker scalable compensation and pay-equity strategies that align with functional benchmarks.

COE & Operational Integration

COE Liaison: Interface with Talent Acquisition, Talent Management, and Total Rewards to deliver specialized solutions that address functional pain points.
Systems Optimization: Advocate for and help accelerate "Manager Self-Service" and automation in partnership with HR Operations to improve the functional user experience (UX).

Employee Relations Support

For US only, partner with Employee Relations to help cover and support any overflow cases. This includes direct work on disciplinary items, investigations, grievance resolution, and offboards.

Minimum Qualifications:

Bachelor’s Degree in HR, Business, or a related field (Master’s/MBA preferred).
10+ years of progressive HR experience, with at least 5 years in a strategic HRBP capacity supporting global/matrixed organizations.