# People Partner, Marketing, G&A and Products at Docker > Remote · United States · Unspecified · Other · open. Source: https://alderhq.app/jobs/ashby%3Adocker%3Aa365254f-86bb-40e4-8abb-2fec1db1f713 (read 2026-11-12). ## Facts (observed) - Company: [Docker](https://alderhq.app/companies/docker) - Location text: United States - Where it can be done from (inferred): Remote · United States (evidence: "Remote role open worldwide") - Posted: 2026-11-03 (8 days ago) - First seen by alder: 2026-11-06 · last verified: 2026-11-11 - Reposted: 0 times · edited: 1 times - Apply on the employer's site: https://jobs.ashbyhq.com/docker/a365254f-86bb-40e4-8abb-2fec1db1f713 - Skills listed (inferred): Docker ## Pay and sponsorship - Posted pay: not posted - Market band for similar posted roles (United States, n 35756): p25 $55k, median $85k, p75 $140k ## Description (the employer's text) ### 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 People Partner at Docker, you will work with managers and employees across Marketing, G&A, and Products to help teams perform, grow, and navigate everyday people needs. This is an individual contributor role for someone with solid HR experience, clear communication, and a practical approach to solving problems. You will build trusted relationships, coach managers, and own work from start to finish. You will work independently within your scope, partnering with your manager and People Team colleagues on more complex or sensitive matters. \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ ### What you’ll do Build relationships with managers and employees across your client groups. Understand their priorities, team dynamics, and how you can support them. Coach managers on setting expectations, giving actionable feedback, supporting development, and addressing performance concerns promptly and fairly. Guide managers and employees through day-to-day and moderately complex employee matters. Gather relevant facts, evaluate options, and recommend practical next steps. Recognize when a situation requires broader input. Raise concerns promptly and bring a clear summary, your assessment, and questions to your manager or the appropriate partner. Coordinate and deliver core people processes within your client groups, including performance reviews, talent reviews, compensation cycles, promotions, and engagement action planning. Use people data and employee feedback to identify team-level patterns, recommend actions, and track follow-through. Help managers clarify roles, responsibilities, and team expectations. Support defined parts of workforce planning and organizational changes in partnership with your manager. Work with Talent Acquisition, People Ops, Total Rewards, Finance, Legal, and other partners to resolve questions and move shared work forward. Support global and distributed teams, working with regional experts to account for local requirements and differences in employee experience. Own defined People Team projects or workstreams, managing commitments, communicating progress, and raising blockers early. Share knowledge and practical resources with teammates, contribute ideas for improving processes, and actively seek feedback on your own development. \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ ### What you’ll bring Relevant HR experience, typically four or more years, including hands-on experience advising managers as a People Partner, HR Business Partner, or in a similar role. Solid working knowledge of employee relations, performance management, talent development, compensation processes, and employee engagement. The ability to manage moderately complex work independently, organize competing priorities, and follow through on commitments. Sound judgment about what you can resolve within your scope and when to involve your manager or a specialist. Clear, thoughtful communication. You can explain sensitive information, ask useful questions, and offer a recommendation supported by facts. The ability to build credibility across teams, work through disagreement respectfully, and raise concerns when something needs attention. Curiosity about the business and an understanding of how people decisions affect team outcomes. --- Data: alder (https://alderhq.app). Cite https://alderhq.app/jobs/ashby%3Adocker%3Aa365254f-86bb-40e4-8abb-2fec1db1f713 and the date you read it. Observed facts come from the employer's own listing; location reach, level, family and skills are inferences.