Responsibilities
The HRBP TikTok Product and Design team partners with leaders across the organizations shaping TikTok's global product experience. We translate product and design priorities into people and organizational strategies, supporting teams across areas such as content discovery, search, user growth, product infrastructure, user experience, content design, and localization. We work across multiple product areas, professional disciplines, and regional markets, where user needs and ways of working can vary widely. This requires us to understand how product and design teams collaborate, anticipate emerging capability needs, and develop people strategies that connect specialized talent across regions. By combining organizational insight with business and workforce data, we help teams evolve while strengthening leadership, collaboration, and team effectiveness. You will build trusted partnerships with leaders and collaborate across HR functions to guide important organization and talent decisions. Your work may span organizational design, workforce and succession planning, leadership development, performance, culture, and engagement. You will stay close to the organization as strategies are implemented, seeing how people decisions shape the teams designing TikTok's global product experience and using those insights to strengthen what comes next. The TikTok Local Services and Product & Design teams are critical drivers of our international platform ecosystem and business growth. The Product & Local Services organization builds and maintains high-impact products covering user growth, local merchant ecosystems, business analytics, and core service architecture. Working alongside our Global Design Team-which creates intuitive, world-class experiences for hundreds of millions of users worldwide-we break down barriers to enable seamless creation, commerce, and connection. Our HR team acts as a strategic thought partner to these global leaders, ensuring our organizational structure, talent pipeline, and cultural health scale effectively. In this role, you will partner closely with senior HRBPs and frontline business leaders to execute talent programs, support team growth, and drive a high-performing culture. Responsibilities: - HR Partnership & Employee Lifecycle: Act as a dedicated People Partner for frontline managers and employees across Local Services and Global Product functions, guiding them through day-to-day HR processes, internal mobility, and onboarding. - Performance & Talent Programs: Support the execution of annual performance review and calibration cycles; guide managers on goal-setting, delivering constructive feedback, and navigating standard talent assessment processes. - Employee Relations & Culture: Serve as the first point of contact for employee relations inquiries and policy guidance. Address and resolve routine matters, escalating highly complex or high-risk issues to senior HRBPs or the Employee Relations (ER) team. - People Analytics & Reporting: Track, maintain, and analyze key HR metrics (e.g., headcount, attrition, onboarding health, engagement scores) using Excel or standard dashboards to help the broader HR team diagnose workforce trends. - Organizational Support: Assist senior HRBPs with the logistical execution of organizational design changes, team restructurings, and change-management communications, ensuring seamless HRIS data accuracy. - Cross-Functional Collaboration: Partner closely with Talent Acquisition, HR Operations, and Total Rewards (COEs) to ensure smooth end-to-end execution of hiring, compensation planning logistics, and employee engagement initiatives.
Qualifications
Minimum Qualifications: - 1 year of foundational Human Resources experience (e.g., HR Generalist, HR Coordinator, People Operations Analyst, or early-career HRBP). - Practical experience supporting core HR programs such as performance management, employee relations, onboarding, or general HR operations. - Strong communication and relationship-building skills, with the ability to advise frontline managers and earn trust with employees. - Solid data literacy and attention to detail; hands-on proficiency in Excel or Google Sheets to pull reports, format data, and identify basic workforce trends. - High adaptability and problem-solving skills, with a proven ability to manage competing priorities independently. Preferred Qualifications: - Experience operating within a fast-paced, high-growth technology, e-commerce, or product/engineering environment. - Familiarity with modern HRIS platforms (e.g., Workday) and HR ticketing/case management workflows. - Demonstrated eagerness to learn and scale HR frameworks within a dynamic, global matrix organization.
Job Information
[For Pay Transparency]Compensation Description (Annually)
The base salary range for this position in the selected city is $76000 - $151200 annually.
Compensation may vary outside of this range depending on a number of factors, including a candidate's qualifications, skills, competencies and experience, and location. Base pay is one part of the Total Package that is provided to compensate and recognize employees for their work, and this role may be eligible for additional discretionary bonuses/incentives, and restricted stock units.
Benefits may vary depending on the nature of employment and the country work location. Employees have day one access to medical, dental, and vision insurance, a 401(k) savings plan with company match, paid parental leave, short-term and long-term disability coverage, life insurance, wellbeing benefits, among others. Employees also receive 10 paid holidays per year, 10 paid sick days per year and 17 days of Paid Personal Time (prorated upon hire with increasing accruals by tenure).
The Company reserves the right to modify or change these benefits programs at any time, with or without notice.
For Los Angeles County (unincorporated) Candidates:
Qualified applicants with arrest or conviction records will be considered for employment in accordance with all federal, state, and local laws including the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. Our company believes that criminal history may have a direct, adverse and negative relationship on the following job duties, potentially resulting in the withdrawal of the conditional offer of employment:
1. Interacting and occasionally having unsupervised contact with internal/external clients and/or colleagues;
2. Appropriately handling and managing confidential information including proprietary and trade secret information and access to information technology systems; and
3. Exercising sound judgment.
