About the Role
Life360 is undergoing a fundamental transformation towards AI-native operations, where autonomous systems manage execution and human roles focus on direction, judgment, and accountability. This role, reporting to the Chief People Officer, is pivotal in designing the new operating model in collaboration with the CTO and Engineering, Product & Design (EPD) leadership. You will be responsible for the workforce decisions driven by this transformation, manage the HRBP team supporting the rest of the company, and build scalable systems for other functions to adopt during their own transitions.
What You’ll Do
Lead the EPD People Strategy Through AI-Native Transformation
- Partner with the CTO and EPD leadership to translate the AI-native operating model into concrete people decisions.
- Serve as the people design partner for the role framework, defining new roles, career paths, and internal mobility.
- Drive change management for a workforce experiencing significant role shifts.
- Advise on structural decisions from H1 2026 pilot programs and create org-wide playbooks for scaling AI-native operations in H2.
- Collaborate with Talent Acquisition on hiring profiles reflecting AI-native expectations, especially for roles with blurring functional backgrounds.
- Engage directly with the CTO as a thought partner on people and organizational strategy.
- Challenge assumptions, using data to push back on decisions based on habit rather than evidence.
Build the AI-Native People Playbook
- Document people practices, org design decisions, change management approaches, and lessons learned from the EPD transformation for broader People team application.
- Work with the CPO and People leadership to sequence function-specific AI adoption and translate EPD's experience into actionable guidance.
- Develop reusable frameworks for workforce transition planning, role architecture updates, and manager coaching applicable across functions.
- Define and own the measurement framework to assess playbook effectiveness, including attrition, time to fill/ramp new AI-native roles, internal mobility, manager effectiveness, leadership decision velocity, and adoption pace.
Manage and Develop a Team of HRBPs
- Manage, coach, and develop a team of HRBPs supporting non-EPD functions across Life360.
- Prepare your HRBP team to apply the AI Transformation playbook when their functions begin AI-native transitions.
- Build the team’s capability in AI-native tools and ways of working, modeling AI-enabled efficiency within the HRBP function.
People Programs & Cross-Functional Collaboration
- Partner with the broader People team to adapt core programs (performance, compensation, career ladders, internal mobility, engagement) to the AI-native operating model.
- Contribute to the company-wide people strategy as a senior member of the People leadership team.
What We’re Looking For
Required
- 10+ years of progressive HR experience, with at least 5 years as a strategic HRBP embedded in a technical organization (Engineering, Product, or Design).
- Demonstrated experience leading people strategy through significant organizational transformation, specifically designing the people approach for a changing organizational model.
- Real, working knowledge of AI tools and their impact on technical work; ability to use AI in your own workflow and discuss implications with leaders.
- Org design experience, including making structural decisions, understanding spans of control, role architecture, and how org shape affects execution.
- Talent economics expertise: ability to model workforce composition trade-offs, frame build/buy/borrow decisions, and partner on compensation/incentive design for evolving roles.
- Experience managing and developing a team of HRBPs or HR professionals.
- Strong track record of advising C-suite and VP-level leaders on complex people and organizational decisions, with the ability to hold and defend a point of view.
- Comfort with uncertainty and an incomplete playbook, designing people approaches for unprecedented situations in an evolving AI-native model.
- Data literacy: ability to build workforce planning models, interpret attrition analyses, and design measurement frameworks for people initiatives.
- Ability to commit to 25-30% travel.
Strongly Preferred
- Experience at a company that has undergone a significant technology-driven organizational transformation.
- Background supporting Engineering organizations, with working knowledge of software development team operations.
- Familiarity with AI-native or highly automated operating models, through direct experience or research.