VP, Global People Business Partners

Lyft is in a defining moment — from turnaround to international growth, from traditional rideshare to the autonomous future — and how we build, organize, and lead our people will determine how well we get there. As Vice President, People, you will help drive the business forward through the strength of our people strategy, serving as a right hand to our Chief People Officer and a trusted advisor to Lyft's executive leadership team. This is a high-impact role for a seasoned people executive who operates at altitude and on the ground in equal measure, thrives in fast-paced, dynamic environments, and is energized by the chance to own some of the most complex and consequential work in the function.

Reporting to the Chief People Officer, you will lead the People Business Partner organization, own workforce planning for the enterprise, and drive the human capital strategy behind Lyft's M&A activity from diligence through integration. You'll partner directly with the executive leadership team, represent the People function in cross-functional forums, and shape the org design, structure and ways of working that will carry Lyft into its next chapter. You'll anticipate challenges, help leaders look around corners, and bring forward-thinking solutions to keep Lyft's workforce agile, engaged, and ready for the future while shaping how the People function itself grows from here.

Join us and help shape the future of work at one of the most mission-driven, people-focused companies redefining mobility.

Responsibilities:

Executive Partnership & People Strategy

• Partner directly with the Chief People Officer and executive leadership team on the people strategy behind Lyft's most significant business decisions, acting as a trusted advisor and bringing best-in-class practices to enable growth.

People Business Partnering & Org Leadership

• Own the People Business Partner function end to end across Lyft's global footprint — strategy, structure, and team leadership — driving organizational effectiveness and modernizing how the function delivers value at scale across every market, region, and legal entity we operate in. Get into the details when it matters — from a thorny org design problem to a retention conversation with a critical hire.
• Anticipate workforce challenges and guide leaders through complex organizational change with empathy and strategic foresight
• Shape scalable team structures and influence how Lyft builds leadership pipelines, attracts, develops, and retains top talent across the company
• Lead, empower, and develop a team of high-performing People Business Partners, fostering a culture of strategic impact, continuous growth, and bench strength for the function's next generation of leaders

M&A Human Capital

• Lead the human capital workstream for Lyft's international M&A activity, including cultural and talent due diligence, retention-risk assessment, org design and integration planning, comp and benefits harmonization, and Day 1 readiness for newly acquired teams — including cross-border and works-council considerations. You're as comfortable running the details of a deal integration as you are advising the executive team on strategy.

Workforce Planning & Future of Work

• Own enterprise workforce planning in partnership with Finance — multi-year headcount and skills planning, scenario and contingency planning, and workforce analytics that inform where and how Lyft invests in talent globally.
• Partner with Team Member Experience and Tech to help our people and teams grow alongside new tools and technology; from emerging skills needs to how we work together most effectively.

Cross-Functional Partnership

• Partner closely with other Centers of Excellence (Talent Acquisition, Team Member Experience, Total Rewards, People Operations, Culture & Belonging) and with Legal to enable programs that create meaningful business impact
• Partner with People Systems & Operations to modernize team member self-service capabilities through technology and automation, and drive adoption across the business

Experience:

• 15+ years of progressive HR leadership experience, including prior experience operating at the VP or Head of People level, partnering with C-suite and board-level stakeholders
• Demonstrated ownership of HR-side M&A diligence and integration — ideally including cross-border or multi-entity integration
• Demonstrated ownership of strategic, skills-based workforce planning at an enterprise level, in close partnership with Finance
• Experience in the tech industry, at public companies, and in growth or marketplace organizations will all be considered favorably, but are not necessarily required

Skills:

• Proven ability to influence and coach senior executives and drive strategic people decisions at the enterprise level
• Proven success leading and coaching a team of high-performing people business partners
• Strong business acumen with the ability to understand industry dynamics and align people strategies with business priorities
• Ability to thrive in ambiguity and lead through change in a dynamic environment, modernizing the People function and building a best-in-class team
• Data- and insights-driven mindset to measure success and continuously improve people strategies
• Deep commitment to inclusion, belonging, and culture-building as a competitive advantage
• Strong communication skills, with the ability to engage a variety of audiences — including the executive team — on complex people topics, and to challenge the status quo as appropriate
• Ability to establish relationships and credibility at all levels of the organization
• Highest level of integrity and commitment to managing confidential information

Benefits:

• Great medical, dental, and vision insurance options with additional programs available when enrolled
• Mental health benefits
• Family building benefits
• Child care and pet benefits
• 401(k) plan to help save for your future
• In addition to 12 observed holidays, salaried team members have discretionary paid time off, hourly team members have 15 days paid time off
• 18 weeks of paid parental leave. Biological, adoptive, and foster parents are all eligible
• Subsidized commuter benefits
• Lyft Pink - Lyft team members get an exclusive opportunity to test new benefits of our Ridership Program

Lyft is an equal opportunity employer committed to an inclusive workplace that fosters belonging. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, age, genetic information, or any other basis prohibited by law. We also consider qualified applicants with criminal histories consistent with applicable federal, state and local law.

Lyft highly values having employees working in-office to foster a collaborative work environment and company culture. This role will be in-office on a hybrid schedule — Team Members will be expected to work in the office 3 days per week on Mondays, Wednesdays, and Thursdays. Lyft considers working in the office at least 3 days per week to be an essential function of this hybrid role. Your recruiter can share more information about the various in-office perks Lyft offers. Additionally, hybrid roles have the flexibility to work from anywhere for up to 4 weeks per year. #Hybrid

The expected base pay range for this position in San Francisco is $300-$325K. In addition to the base pay, this role is eligible for competitive equity awards, bonuses, and benefits. You can read more about Lyft’s employee benefits here.

Total compensation is dependent on a variety of factors, including qualifications, experience, and geographic location. Your recruiter can share more information about the salary range specific to your working location and other factors during the hiring process.