Director, HR Business Partner – Technology

Our role involves driving key talent and change initiatives across the organization. You will:

• Develop HR strategies and action plans that align with and drive achievement of business objectives.
• Design talent plans that support change management efforts, including stakeholder analyses, communications, training, risk mitigation, transition, and success metrics.
• Coach and advise business change leads, senior leaders, and managers to strengthen their change leadership effectiveness.
• Leverage data and analytics to inform talent discussions and influence organizational decisions.
• Lead enterprise HR initiatives, ensuring talent plans are aligned with company-wide HR strategies and programs, working closely with other HR Partners (Staffing, Benefits, Training, Compensation, Employee Relations).
• Identify and propose strategies that can be replicated across business units to improve organizational effectiveness, and drive implementation where appropriate.

• Strong experience (5–7 years) in HR, with comprehensive knowledge of all HR functions as business levers.
• Minimum of 3 years of people‑focused change management experience.
• Proven success as an internal consultant, creating positive outcomes at the organizational level.
• Ability to build credibility quickly with all management levels through expertise, confidence, influencing skills, and insight.
• Strong data analysis skills.
• Strong project‑management skills.
• Track record of analyzing organizational issues and implementing effective solutions.
• Facilitation skills.
• Ability to work effectively with senior management.
• Collaboration skills across business areas and within HR.
• Balance business demands with HR priorities.
• Service‑orientation.
• Positive, leadership presence among colleagues.

Below are skills and terms extracted directly from this job posting to improve Applicant Tracking System visibility.

• data analysis
• project management
• change management
• HR strategies
• organizational effectiveness
• stakeholder analysis
• risk identification
• training plans
• talent management
• consulting

• influencing skills
• collaboration
• coaching
• credibility
• self‑confidence
• facilitation
• leadership
• organizational insight
• service orientation
• change agility