HR Business Partner - Engineering & Product

Who we are

DoubleVerify is a leading software platform for digital media measurement, data and analytics. DV’s mission is to be the definitive source of transparency and data-driven insights into the quality and effectiveness of digital advertising for the world’s largest brands, publishers and digital ad platforms. DV’s technology platform provides advertisers with consistent and unbiased data and analytics that can be used to optimize the quality and return on their digital ad investments. Since 2008, DV has helped hundreds of Fortune 500 companies gain the most from their media spend by delivering best in class solutions across the digital advertising ecosystem, helping to build a better industry. Learn more at www.doubleverify.com.

We’re seeking an HR Business Partner to support our Engineering & Product (R&D) teams across the Americas. In this high-impact role, you’ll work closely in partnership with HRBP leadership and R&D managers to execute on people strategies that strengthen team effectiveness, management capability, and talent outcomes. You’ll operate with meaningful autonomy, owning day-to-day HR partnership with Senior Directors and below, while staying tightly aligned to the broader HRBP strategy and business priorities. 

This role is based in our New York City HQ office with a hybrid schedule and regular in-office presence.

What you’ll do

• Strategic Partnership & Business Alignment: Serve as a trusted advisor to Senior Directors and below, influencing decisions related to team design, talent strategy, and business outcomes. Interpret R&D priorities and translate them into aligned HR strategies, initiatives, and action plans. Own day-to-day advisory relationship with your client groups, bringing a strong point of view on talent, performance, and team health while staying tightly aligned to the broader HRBP strategy. 
• Org Design & Team Effectiveness: Drive team effectiveness initiatives within your client groups by leveraging data and insights to develop recommendations and execution. Partner with HRBP leadership on org design initiatives, owning the analysis, stakeholder prep, and implementation with managers. 
• Leadership Coaching & Effectiveness: Proactively coach managers on performance management, team dynamics, and management effectiveness. Guide managers in navigating complexity, making sound people decisions, and building high-performing teams.
• Talent Management & Development: Drive core talent processes end-to-end for your client groups, including performance management cycles, talent assessments, engagement surveys, and development planning, ensuring alignment across a matrixed organization.
• Employee Relations & Risk Management: Navigate and resolve complex employee relations matters and investigations with sound judgment and confidentiality, balancing employee experience, business impact, and risk. Operate with confidence and independence, knowing when to escalate appropriately.
• Workforce Planning: Contribute to workforce planning efforts by maintaining headcount data, analyzing trends, and helping leaders anticipate talent needs as teams scale. 
• Change Management: Lead the execution of team transformation and change initiatives within your client groups, developing communications, stakeholder readiness plans, and manager toolkits. 
• Cross-functional HR Partnership: Ensuring HR Centers of Excellence (Talent Acquisition, Total Rewards, L&D) programs are effectively deployed within your stakeholder groups and work collaboratively with global HRBP peers to deliver scalable, high-impact solutions.
• Culture & Employee Experience: Foster strong employee relationships and contribute to a team environment grounded in transparency, respect, and high-performance. 
• Employee Lifecycle: Own and manage day-to-day needs for your client groups, including employee lifecycle processes, such as leaves of absence, relocations, terminations, and other exit processes.
• Compliance & Governance: Manage compliance-related activities, including background check escalations, immigration processes, data audits, and adherence to relevant labor laws and regulatory requirements.

Qualifications 

• 8 years of progressive HR experience, including 4 years as an HR Business Partner, ideally within a high-growth or tech environment.
• Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent experience.
• Experience partnering with Product, Engineering, or other technical teams required.
• Excellent interpersonal, communication, and consultative skills with the ability to build relationships with Directors, Senior Directors, and their teams.
• Strong, well-rounded HR expertise across employee relations, talent management, workforce planning, compensation, and talent acquisition.
• Experience with HR systems and people analytics tools (e.g., Workday, Culture Amp), proficiency in Google Workspace, and a working knowledge of Excel/Google Sheets; demonstrated curiosity and practical use of AI tools to improve HR processes and decision-making. 
• Strong understanding of HR best practices and multi-state U.S. labor laws (including CA and NY); experience supporting Brazil, Mexico, Costa Rica, and/or Canada is a plus.
• Working knowledge of immigration processes (e.g., non-immigrant visas), with the ability to partner with internal or external experts.

Who you are

• Demonstrated commitment to building inclusive, high-performing teams and fostering an environment where all employees can do their best work.
• Proven ability to operate independently,  making decisions, advising and influencing managers, and driving outcomes with autonomy.
• Resourceful and proactive in navigating ambiguity; able to research issues, develop informed perspectives, and partner with stakeholders to align on solutions.
• Strong business acumen with the ability to move between strategic initiatives and hands-on execution.
• Experience supporting teams through rapid scaling, reorgs, or technology-driven transformation. 
• Analytical and solution-oriented, with sound judgment and the ability to assess risk and make data-informed decisions.
• Ability to stay current on evolving regulations and translate impact into practical guidance for the business.
• Ability to operate effectively in a fast-paced, evolving environment while managing multiple priorities.

The successful candidate’s starting salary will be determined based on a number of non-discriminating factors, including qualifications for the role, level, skills, experience, location, and balancing internal equity relative to peers at DV. The estimated salary range for this role based on the qualifications set forth in the job description is between $86,000 to $163,000. This role will also be eligible for bonus/commission (as applicable), equity, and benefits. The range above is for the expectations as laid out in the job description; however, we are often open to a wide variety of profiles, and recognize that the person we hire may be more or less experienced than this job description as posted.

Not-so-fun fact: Research shows that while men apply to jobs when they meet an average of 60% of job criteria, women and other marginalized groups tend to only apply when they check every box. So if you think you have what it takes but you’re not sure that you check every box, apply anyway!