VP, HR Business Partner - Technology, Digital & Customer

Overview

Be part of an amazing story.

Macy’s is more than just a store. We’re a story. One that’s captured the hearts and minds of America for more than 160 years. A story about innovations and traditions…about inspiring stores and irresistible products…about the excitement of the Macy’s 4th of July Fireworks, and the wonder of the Thanksgiving Day Parade. We’ve been part of memorable moments and milestones for countless customers and colleagues.

Those stories are part of what makes this such a special place to work.

Job Overview

The VP, HR Business Partner – TECH is a bold and strategic leader at the intersection of talent and technology, shaping the future of Macy’s through transformative people initiatives. As the trusted advisor to the Chief Information Officer, this executive drives the human capital strategy for the TECH organization, aligning innovative talent solutions with business goals to fuel Stores, Digital and Omni growth.

With a sharp focus on performance and culture, the VP serves as the chief architect of an inclusive, high-impact environment where top tech talent thrives. And this leader doesn’t just support innovation they make it possible by championing our new culture of genuine hospitality.

Talent Strategy

• Architect TECH’s talent strategy to power today’s performance and tomorrow’s growth—aligning enterprise goals with TECH’s unique needs.
• Lead VP/SVP talent reviews and succession planning with a sharp focus on diversity, agility, and leadership readiness.
• Champion high-potential talent, coaching senior leaders to elevate performance, unlock potential, and make bold talent moves.
• Deliver real-time coaching and feedback, embedding development into the everyday rhythm of the business.
• Design and implement org structures that scale with ambition and evolve with change.

People Leader Coach on Key Business Drivers

• Act as a thought partner and trusted coach to TECH leaders, guiding them through transformation with clarity, candor, and confidence.
• Use data and insights to anticipate needs, shape decisions, and inform the talent agenda.
• Influence decisions leveraging deep knowledge of Macy’s culture, structure, and strategy to drive people-first outcomes.
• Bring a future-focused lens to every conversation, connecting leadership actions to long-term business value.
• Be a people leader yourself guiding your team with courage and conviction

Drive Culture and a Positive Colleague Experience

• Be a culture catalyst—spotting engagement risks early, surfacing solutions fast, and making culture a shared leadership priority.
• Build authentic, trust-based relationships that fuel connection, collaboration, and belonging at every level.
• Champion inclusion and equity in systems, structures, and day-to-day decisions.
• Ensure TECH’s voice is heard and reflected in enterprise initiatives by embedding colleague experience into every conversation.

Role Model Our Leadership Standard

• Trust Makes Strong Teams: Generously extending trust and helping teams build trust together
• Service Starts With Each Other
  :
  Leading with humility and enabling growth for all
• Excellence Means Impact
  :
  Upholding high standards and equipping others to meet them
• Understanding Creates Connection
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  Inviting different perspectives and ensuring mutual respect
• Anticipation is Welcoming
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  Leading proactively and helping everyone see the opportunities ahead.

Skills You Will Need

Business Acumen – Deep understanding of Macy’s vision, structure, and operations, and the ability to integrate that knowledge into strategic HR decision-making.

Influencing & Advising – Exceptional influence and consulting skills with the ability to shape executive thought leadership and guide talent placement at the SVP and EVP level.

Talent Strategy Development – Ability to craft and execute enterprise-aligned, function-specific talent strategies that drive performance, innovation, and business results.

Succession Planning & Organizational Design – Expertise in identifying future talent needs, building robust succession pipelines, and designing agile org structures to support growth.

Leadership Coaching & Development – Proven ability to coach, challenge, and influence senior…