## **About Docker** Docker has been one of the most loved brands in developer tooling, trusted by more than 20 million monthly users and over 20 billion container image pulls. From solo founders to the world's largest companies, developers rely on Docker to build, share, and run their applications across our suite of products including Docker Desktop, Docker Hub, and Docker Scout. We are a globally distributed, remote-first team building the tools that define how software gets built and delivered. As AI agents redefine software development, Docker is at the center of that shift, providing the sandboxed environments, verified images, and secure infrastructure that make autonomous workflows trustworthy by default. \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ ## **The Role** As a Senior People Partner at Docker, you will partner closely with leaders, managers, and employees across Marketing, G&A, and Products to connect business priorities to people strategy. This is an experienced individual contributor role for someone who brings strong HR judgment, clear communication, business acumen, and steadiness in complex situations. Supporting several functions requires curiosity, flexibility, and the ability to understand different business needs while maintaining consistent expectations across Docker. You will build trusted relationships, coach leaders, and bring practical recommendations that help teams perform and grow. ## **What you’ll do** - Partner with Marketing, G&A, and Products leaders on organizational design, workforce planning, leadership effectiveness, talent planning, engagement, performance, and team health. - Build a strong understanding of each function’s priorities, team dynamics, and measures of success. Use that context to recommend people strategies that address their needs. - Provide clear guidance and practical recommendations on complex employee matters, balancing employee experience, business needs, risk, and consistency. - Proactively build relationships with leaders, managers, and employees across your client groups. Make sure they understand how you can support them and when to involve you. - Coach leaders and managers on setting expectations, giving actionable feedback, developing talent, and addressing performance concerns promptly and fairly. - Raise concerns, ask hard questions, and challenge decisions respectfully when they may create risk, inconsistency, or unintended consequences. - Bring calm, structure, and sound judgment to difficult conversations and situations involving urgency, emotion, or competing priorities. - Lead and support core people processes across your client groups, including performance reviews, talent reviews, compensation cycles, promotions, employee development, engagement planning, and organizational changes. - Use data, employee feedback, and business context to identify patterns and recommend actions that improve retention, engagement, and team effectiveness. - Help leaders clarify roles, responsibilities, and ways of working within and across functions. - Partner with Talent Acquisition, Legal, Finance, People Ops, Total Rewards, and other internal teams to coordinate decisions and follow through on people priorities. - Support global and distributed teams, accounting for regional requirements, cultural dif