Senior Director, HR Business Partner (AI-Native) at Life360

About Life360 Life360’s mission is to keep people close to the ones they love. Our category-leading mobile app,Tile tracking devices, and Pet GPS tracker empower members to protect the people, pets, and things they care about most with a range of services, including location sharing, safe driver reports, and crash detection with emergency dispatch. Life360 serves approximately 95.8 million monthly active users (MAU), as of December 31, 2025, across more than 180 countries. Life360 delivers peace of mind and enhances everyday family life with seamless coordination for all the moments that matter, big and small. By continuing to innovate and deliver for our customers, we have become a household name and the must-have mobile-based membership for families (and those friends who are basically family). Life360 has more than 500 (and growing!) remote-first employees. For more information, please visit life360.com. Life360 is a Remote-First company, which means a remote work environment will be the primary experience for all employees. All positions, unless otherwise specified, can be performed remotely (within the US) regardless of any specified location above. We are AI Native We are building an AI native company where AI is an integral part of how we build and operate. AI tool usage during interviews varies by role. You may be asked to demonstrate proficiency with AI tools, discuss how you leverage AI, or complete interview exercises without AI assistance. Your Recruiter will provide clear guidance as you move through the interview process. Undisclosed use of AI not previously discussed with or approved by your Recruiter may impact your candidacy. About the Role Life360 is in the middle of a fundamental transformation. The Engineering, Product & Design (EPD) organization is leading the company’s shift to AI-native operations, where autonomous systems handle execution and humans own direction, judgment, and accountability. This isn’t an incremental change; it’s a full redesign of how work gets done, how teams are structured, and what roles look like on the other side. Reporting to the Chief People Officer, you will design the operating model in collaboration with the CTO and EPD leadership and own the workforce decisions required by the transformation. You will also manage the HRBP team supporting the rest of the company and build the systems that other functions inherit when their own transitions begin. The US-based salary range for this position is $212,000 to $312,000. We take into consideration an individual's background and experience in determining final salary - therefore, base pay offered may vary considerably depending on geographic location, job-related knowledge, skills, and experience. The compensation package includes a wide range of medical, dental, vision, financial, and other benefits, as well as equity. What You’ll Do Lead the EPD People Strategy Through AI-Native Transformation • Partner with the CTO and EPD leadership team to translate the AI-native operating model into concrete people decisions. • Serve as the people design partner for the role framework, helping leaders define what these roles look like in practice, how people move between them, and what career development looks like in a model still being written. • Drive change management for a workforce experiencing meaningful role shifts. • Advise on the structural decisions coming out of the H1 2026 pilot programs and translate findings into org-wide playbooks as the company scales AI-native ways of working in H2. • Partner with Talent Acquisition on hiring profiles that reflect AI-native expectations, particularly for roles where functional backgrounds are blurring. • Engage directly with the CTO as a thought partner on people and org strategy. • Challenge assumptions. When leaders propose people decisions based on habit or comfort rather than evidence, push back and bring data. Build the AI-Native People Playbook • Document the people practices, org design decisions, change management approaches, and lessons learned from the EPD transformation in a form that the broader People team can apply to other functions. • Work closely with the CPO and People leadership to sequence how other functions will follow EPD’s lead, and translate the EPD experience into actionable guidance. • Build reusable frameworks for workforce transition planning, role architecture updates, and manager coaching that work across functions, not just in EPD. • Define and own the measurement framework that tells us whether the playbook worked: attrition through the transition, time to fill and ramp new AI-native roles, internal mobility, manager effectiveness, leadership team decision velocity, and the pace at which other functions adopt the playbook. Manage and Develop a Team of HRBPs • Manage, coach, and develop a team of HRBPs who support non-EPD functions across Life360. • Prepare your HRBP team to apply the AI Transformation playbook when their respective functions begin their own AI-native transitions. • Build the team’s capability in AI-native tools and ways of working. You model this yourself; the team follows. The expectation is that the HRBP function runs with the same AI-enabled efficiency we are asking of the business. People Programs & Cross-Functional Collaboration • Partner with the broader People team to adapt core programs (performance, compensation, career ladders, internal mobility, engagement) to fit 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, not just managing HR programs during growth, but designing the people approach for a changing org model • Real, working knowledge of AI tools and how they are changing technical work. You use AI in your own workflow and can speak credibly to leaders about the implications for their teams. • Org design experience. You have made structural decisions, not just advised on them. You understand spans of control, role architecture, and how org shape drives or undercuts execution. • Talent economics. You can model workforce composition trade-offs, frame build/buy/borrow decisions at the role-architecture level, and partner credibly on comp and incentive design for roles whose value is changing. • Experience managing and developing a team of HRBPs or HR professionals. • Strong track record of advising C-suite and VP-level leaders on difficult people and organizational decisions, holding a point of view and defending it. • Comfort with uncertainty and an incomplete playbook. The AI-native model is still being developed. You will be designing people approaches for situations without precedent. • Data literacy. You can build a workforce planning model, read an attrition analysis, and design a measurement framework for a people initiative. • 25-30% travel commitment Strongly Preferred • Experience at a company that has gone through a significant technology-driven org transformation. • Background supporting Engineering organizations specifically, with working knowledge of how software development teams operate. • Familiarity with AI-native or highly automated operating models, either through direct experience or serious study. • Experience building or evolving job architecture and career ladders in a fast-changing environment. • Experience creating and operationalizing people playbooks or frameworks that were adopted across a broader team or organization. Our Benefits • Competitive pay and benefits • Medical, dental, vision, life and disability insurance plans (100% paid for employees) • 401(k) plan with company matching program • Mental Wellness Program & Employee Assistance Program (EAP) for mental well-being • Flexible PTO, 13 company-wide days off throughout the year • Winter and Summer Weeklong Synchronized Company Shutdowns • Learning & Development programs • Equipment, tools, and reimbursement support for a productive remote environment • Free Life360 Platinum Membership for your preferred circle • Free Tile Products Life360 Values Our company’s mission-driven culture is guided by our shared values to create a trusted work environment where you can bring your authentic self to work and make a positive difference • Be a Good Person - We have a team of high integrity people you can trust. • Be Direct With Respect - We communicate directly, even when it’s hard. • Members Before Metrics - We focus on building an exceptional experience for families. • High Intensity, High Impact - We do whatever it takes to get the job done. Our Commitment to Diversity We believe that different ideas, perspectives and backgrounds create a stronger and more creative work environment that delivers better results. Together, we continue to build an inclusive culture that encourages, supports, and celebrates the diverse voices of our employees. It fuels our innovation and connects us closer to our customers and the communities we serve. We strive to create a workplace that reflects the communities we serve and where everyone feels empowered to bring their authentic best selves to work. We are an equal opportunity employer and value diversity at Life360. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, disability status or any legally protected status. We encourage people of all backgrounds to apply. We believe that a diversity of perspectives and experiences create a foundation for the best ideas. Come join us in building something meaningful. Even if you don’t meet 100% of the below qualifications, you should still seriously consider applying! #LI-Remote ____________________________________________________________________________