Talent Business Partner, Manager

This is a Seattle-based hybrid full time role. You are required to be onsite Tuesday through Thursday in our Seattle, WA headquarters. Monday and Friday are WFH.

Wayfair's Tech Talent team is the strategic operating arm of the People function for Technology. We activate business strategy through people by designing, implementing, and scaling programs that attract, grow, and retain high-performing technical talent across Engineering, Applied Research / Science, Product, Analytics, and adjacent technology teams.

• L3 Execution Strategist:
  You can convert a scoped people or organizational challenge into a clear execution strategy with milestones, tradeoffs, success measures, and a communication plan.
• High-Judgment Talent Advisor:
  You advise leaders through sensitive, nuanced, and confidential scenarios with sound judgment, balanced risk assessment, and practical recommendations.
• AI-Enabled Operator:
  You actively use approved GenAI tools to evaluate options, synthesize information, draft and iterate deliverables, pressure-test plans, and accelerate cycle time while maintaining human accountability.
• Data-Driven Influencer:
  You build hypotheses, analyze talent and business signals, identify meaningful employee trends, and turn insight into actions leaders can own.
• Systems Thinker:
  You anticipate second- and third-order effects across teams, geographies, manager capability, employee experience, and policy or legal considerations.
• Trusted Coach:
  You coach leaders and managers with empathy, candor, and resilience, helping them raise the bar on feedback, accountability, performance, and team effectiveness.
• Cross-Functional Collaborator:
  You align effectively with Talent Relations, Total Rewards, Talent Acquisition, Purpose & Inclusion, Legal, Finance, and Talent Analytics to deliver integrated solutions.
• Mentor and Culture Carrier:
  You model high standards for the broader TBP team, share learnings, and help junior partners build capability, including responsible AI adoption.

• Own people execution strategies for Technology teams:
  Translate business priorities, org health needs, and talent signals into quarterly plans that define work streams, sequencing, stakeholders, risks, success measures, and leader enablement.
• Turn employee and talent trends into action:
  Use engagement, performance, attrition, talent movement, employee relations, workforce, and manager effectiveness data to identify patterns and recommend practical interventions.
• Advise leaders on org and talent decisions:
  Guide leaders through org design, workforce planning, succession, role clarity, manager capability, team effectiveness, and change management within a defined Technology remit.
• Raise manager effectiveness:
  Equip managers with actionable, data-informed guidance to coach, develop, differentiate, and hold teams accountable in a high-growth, matrixed environment.
• Navigate complex employee matters:
  Lead or support nuanced employee relations, investigations, performance, accommodations, and organizational change matters in partnership with Legal, and business leaders.
• Execute core Talent rhythms with excellence:
  Drive performance, compensation, talent review, engagement, succession, workforce planning, and other cyclical processes for supported Technology teams, while improving adoption and outcomes.
• Use AI to scale TBP impact:
  Apply approved GenAI to compare solution options, synthesize listening themes, draft leader-ready materials, scenario-plan communications, accelerate manager enablement, and identify repeatable workflows that improve speed and quality.
• Practice responsible AI and data stewardship:
  Protect confidential employee and business information, use only approved tools and data sources, validate AI outputs, check for bias or unsupported assumptions, and keep human judgment at the center of talent decisions.
• Create repeatable playbooks and share learnings:
  Codify effective approaches, AI prompts or workflows, leader enablement materials, and lessons learned so the broader Tech Talent team can deliver faster and more consistently.

• Clear quarterly execution plans are in place for priority people work, with aligned stakeholders, milestones, risk mitigation, and success measures.
• Technology leaders receive timely, high-judgment counsel and take informed action on org health, performance, talent, and manager effectiveness priorities.
• Employee trends are identified early, converted into practical interventions, and measured for impact on attraction, retention, development, engagement, and performance.
• AI-enabled workflows improve speed, quality, consistency, and scale of TBP deliverables without compromising confidentiality, accuracy, equity, or judgment.
• Junior partners, managers, and cross-functional stakeholders are stronger because you share knowledge, create reusable assets, and model Wayfair-caliber operating standards.

• 5+ years of progressive HRBP, People Strategy, Talent Business…