Key Responsibilities

• Serve as the primary HR partner and trusted advisor to leaders across the IT organization.

• Develop a strong understanding of IT strategy, organizational priorities, talent needs, and operating challenges.

• Partner across HR Centers of Excellence to ensure HR programs and solutions meet the needs of the IT organization.

• Partner with IT leadersonorganizational design, restructuring, role clarity, spans and layers, and workforce planning.

• Support organizational changes resulting from transformation initiatives, technology modernization, operating model changes, acquisitions, or shifts in business priorities.

• Lead talent review and succession planning activities for the IT organization.

• Partner with leaders toidentifyhigh-potential talent, critical roles, succession risks, and development needs

• Provide guidance on complex performance situations and help leaders address issues proactively and consistently.

• Support annual performance management and compensation processes.

• Coach leaders on building high-performing teams and improving leadership effectiveness.

• Lead and provide guidance on complex and sensitive employee relations matters.

• Conduct or support workplace investigations asappropriateand partner with Legal and Employee Relations resources on higher-risk matters.

• Analyze engagement survey results and workforce trends and help leaders develop meaningful action plansand partner with IT leadership to strengthen employee engagement, retention, and organizational culture.

• Identify potential talent or organizational risks before they become significant business issues.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related fieldpreferred. 

• 7+ years of progressive HR experience, including meaningful experienceoperatingat an HR Manager, Senior HR Business Partner, or comparable level.

• Prior experience directly supportingan InformationTechnology, Digital, Data, Cybersecurity, Product/Technology, or other technical organizationstrongly preferred.

• Demonstrated experience partnering with senior leaders in a complex corporate environment.

• Strong experience inEmployee Relations and Investigations,organizational design, talent management, succession planning,and change management.

Knowledge, Skills & Capabilities

• Strong ER and Investigation Skills.

• Strong business acumen with the ability to understand technology organizations and connect business strategy topeoplepriorities.

• Strong executive presence and ability toestablishcredibility with senior leaders.

• Ability to move effectively between strategic discussions and hands-on HR execution.

• Strong coaching, consulting, and relationship-building skills.

• Ability to navigate ambiguity and competing priorities in a fast-paced environment.

• Strong judgment when handling confidential, sensitive, and complex employee matters.

• Strong written and verbal communication skills.

• Collaborative approach with the ability to work effectively across HR Centers of Excellence and other corporate functions.