New

People Experience & Delivery Partner (L5) , US

Mountain View, California, US

About us

Artificial Intelligence could be one of humanity’s most useful inventions. At DeepMind, we’re a team of scientists, engineers, machine learning experts and more, working together to advance the state of the art in artificial intelligence. We use our technologies for widespread public benefit and scientific discovery, and collaborate with others on critical challenges, ensuring safety and ethics are the highest priority.

Snapshot

The People & Culture (P&C) Experience & Delivery Partner team provides responsive day to day P&C support and generalist advice, operating as trusted advisors for Google DeepMind’s (GDM) Leaders and Managers. Working in close partnership with GDM P&C Partners, they build leadership and manager capabilities, deliver operational excellence, and gather and analyse employee experience insights to support the P&C needs of the organisation and drive high performance across GDM. Our team collaborates closely with other stakeholders across the GDM, Google, and Alphabet People & Culture teams, including GDM P&C Partners, to deliver a world-class employee experience. 

We support the learning and development of each member of our team and provide both training and practical experience to support the cultivation of generalist expertise. This is an exciting and varied generalist role.

 

The Role

This role is embedded in our People Operations team, which sits within the wider People and Culture (P&C) team, and reports to a P&C Experience & Delivery Lead based in either London, UK or Mountain View, US. The role is location-aligned first and Unit-aligned second, working in close partnership with P&C Partners within specific locations and Units. 

Key responsibilities:

Dynamic Coaching & Advisor

  • Provide dynamic and responsive coaching and advice for Leaders and Managers on policies, processes, and best practices related to key P&C topics including performance management, development, employee lifecycle processes, policy exceptions.

  • Provide advice and guidance to Leaders and Managers dealing with specific challenges within their teams e.g. a retention or wellbeing issue, or interpersonal team conflict.

  • Contribute to the development and delivery of scalable solutions to build Manager capability.

  • The trusted advisor for people policies, practices, and legislation in a specific location, supporting a wider range of complex challenges while mitigating risks. 

  • Provide coaching and mentorship to more junior team members on complex issues e.g. providing guidance on difficult conversations, performance improvement plans.

  • In partnership with P&C Partners and relevant P&C Centres of Excellence (CoEs), support the scoping, design, and delivery of training programs to build P&C, Leader and Manager capabilities on relevant topics, specialising in areas where location-specific nuances are critical (e.g. employment law, cultural sensitivity).

  • Identify and make recommendations about how to address systemic issues affecting wellbeing and performance within specific locations e.g. conducting org assessments, analysing trends, and recommending initiatives.

 

Operational Excellence

  • Execute and deliver P&C initiatives, projects and cyclical processes, advising and collaborating with cross-functional teams.

  • Partner with P&C Partners to deliver Unit specific organisational efforts including reorgs, large scale performance management efforts and strategic initiatives that align with a Unit’s P&C Strategy.

  • Independently manage employee lifecycle process e.g. Exits and Flexible working

  • Identify the need for, and take responsibility for driving,  process improvement initiatives, such as streamlining query management, improving processes and conducting root-cause-analysis on and resolving recurring issues.

  • The go-to-person within the PXD team for delivery of a cyclical process, overseeing delivery to a high standard, and ensuring that process changes are well understood. 

  • Oversee delivery of process improvements, ensuring alignment with regional employment laws and cultural norms. This could involve collaborating with other teams cross-functionally to streamline workflows and improve the overall employee experience.

  • Advise and guide others through ways of working, tools, or process improvements.

 

Employee Experience Insights

  • Conduct analysis on relevant data, share themes and insights from analysis, and use the data to make recommendations and inform decisions. 

  • Conduct in-depth analysis of employee data, including engagement surveys, exit interviews, and performance reviews, to identify location-specific trends and develop targeted initiatives in partnership with CoEs and P&C Partners.

  • Serve as a subject matter expert on employee experience within the relevant region, providing insights and recommendations to P&C  colleagues.

About You

In order to set you up for success as a People Experience & Delivery Partner at Google DeepMind,  we look for the following skills and experience:

  • Subject matter expertise: You proactively maintain up-to-date knowledge of the latest employment law, P&C policies, trends, and best practices. You share your insights with others in your team and across P&C.

  • Subject matter expertise: You are quick to develop a solid understanding of different business contexts and challenges, enabling smooth transitions into new areas.

  • Communication & interpersonal skills: You influence stakeholders to address complex problems, and effectively communicate complex information to diverse audiences.

  • Critical thinking & problem-solving: You apply analytical and problem-solving skills to complex organizational challenges. You conduct thorough research, gather and interpret data, identify root causes, and develop innovative and effective solutions. 

 

In addition, the following would be an advantage: 

  • Experience in working with global teams and navigating cultural differences.

  • Experience in designing and delivering training programs, and process design.

  • Experience in using data to drive HR decisions.

  • Knowledge of HR trends and best practices.

  • A degree or professional certification in Human Resources Management or a related field

Closing Date: 29th August 2025

Salary Band for the Role: 137,000 USD - 201,000 USD

 

 

 

Create a Job Alert

Interested in building your career at DeepMind? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Select...

U.S. Standard Demographic Questions

Google DeepMind is subject to certain governmental recordkeeping and reporting requirements for the administration of civil rights laws and regulations. In order to comply with these laws and achieve our goal of a diverse and inclusive workforce, Google DeepMind invites employees to voluntarily self-identify their race or ethnicity. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment. The information obtained will be kept confidential and may only be used in accordance with the provisions of applicable laws, executive orders, and regulations, including those that require the information to be summarized and reported to the federal government for civil rights enforcement. When reported, data will not identify any specific individual. If you'd like more information about your EEO rights as an applicant under the law, please click here https://www.eeoc.gov/employers/eeo-law-poster.

Select...
Select...
Select...
Select...
Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in DeepMind’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.