About the Role

In this role, you will support engineering, software, AI, digital, and other technical talent populations as they move through transformation. You will advise leaders on organizational impact, change readiness, stakeholder alignment, workforce implications, communication needs, and execution risks.

Rather than owning enterprise talent development programs, this role focuses on helping technical organizations move through change in real time. You will help leaders make thoughtful decisions, communicate with clarity, manage adoption, and sustain change across interconnected initiatives.

Key Responsibilities

Business-Facing HR Leadership

• Serve as a trusted advisor to senior business and technical leaders on the people implications of organizational change, operating shifts, and evolving workforce needs.
• Partner with leaders to align organizational decisions with business priorities, talent implications, and execution realities across technical teams.
• Provide strategic counsel on team effectiveness, role clarity, organizational health, leadership dynamics, and change readiness.
• Support leaders in making thoughtful decisions about structure, responsibilities, and workforce impacts as business needs evolve.
• Translate ambiguity into clear actions, sound people decisions, and forward momentum.

Transformation Adoption

• Lead the people side of transformation for technical organizations, helping teams adopt new structures, expectations, processes, and ways of working.
• Build integrated change approaches that improve awareness, leadership alignment, employee readiness, and sustained adoption.
• Translate complex transformation efforts into practical implementation strategies that move teams from current state to future state.
• Drive stakeholder engagement, change planning, adoption support, and reinforcement mechanisms.
• Coordinate across overlapping initiatives to reduce fragmentation, manage change load, and improve consistency of implementation.

Organizational Transition

• Guide leaders through restructures, team redesign, operating model shifts, capability changes, role evolution, and other organizational transitions.
• Assess the impact of change on teams, interfaces, decision-making, and employee experience.
• Identify transition risks early and recommend actions that support continuity, engagement, and execution.
• Advise on organizational choices that improve accountability, alignment, speed, and collaboration.
• Help leaders navigate sensitive transition points with a balanced approach to business outcomes and employee impact.

Leader Readiness and Change Communications

• Equip leaders with messaging, context, and tools to lead teams through change with clarity, consistency, and credibility.
• Support communication approaches that are practical, transparent, and tailored to different audiences.
• Coach leaders on explaining change, addressing concerns, and reinforcing key messages over time.
• Strengthen leader capability in managing uncertainty, sustaining momentum, and supporting adoption.
• Partner across HR and other stakeholders to prepare leaders for communication that builds trust and supports execution.

Execution Risk and Governance

• Anticipate and manage people-related risks associated with transformation, organizational change, and workforce transition.
• Establish governance and monitoring approaches that improve visibility to dependencies, decisions, implementation issues, and adoption challenges.
• Use feedback, data, and organizational insight to refine change approaches and improve outcomes.
• Surface resistance points, organizational friction, and employee concerns early.
• Apply strong judgment and discretion to sensitive workforce matters arising from organizational shifts and evolving business priorities.

Required Qualifications

• Significant progressive HR leadership experience, ideally supporting technical, engineering, digital, software, or AI-intensive organizations.
• Strong expertise in business-facing HR leadership, change management, organizational effectiveness, and workforce transition.
• Demonstrated ability to lead complex, cross-functional change efforts affecting large or specialized talent populations.
• Experience helping leaders implement organizational change, including changes in structure, roles, team design, or operating models.
• Strong stakeholder management and influencing skills in matrixed, fast-changing environments.
• Experience developing and executing practical change strategies that build alignment, readiness, adoption, and sustained implementation.
• Strong communication skills, including the ability to shape leader messaging, support employee communication, and simplify complex organizational change.
• Ability to translate ambiguity into clear plans, actionable guidance, and structured execution.
• Strong business acumen, executive presence, and judgment.
• Experience navigating organizational transitions, talent risks, and sensitive change environments with discretion and credibility.

Preferred Qualifications

• Experience supporting technical talent communities through significant organizational change, including restructures, capability shifts, or evolving ways of working.
• Ability to build trust quickly with senior leaders and serve as a steady advisor during transformation.
• Strong execution orientation with the ability to move from strategy to action in complex environments.
• Experience enabling leaders to communicate effectively and lead teams through uncertainty, transition, and adoption.
• Practical, solutions-oriented mindset with strong follow-through and a bias toward simplification.
• Comfort operating across multiple concurrent priorities and interconnected workstreams.
• Strong analytical and problem-solving skills, including the ability to use data, feedback, and organizational insight to inform decisions.
• Resilience, adaptability, and composure in ambiguous or evolving environments.
• Commitment to building healthy, high-performing organizations where technical talent can adapt, contribute, and succeed through change.

Why GE HealthCare

At GE HealthCare, you can help technical organizations adapt and perform through meaningful transformation. This role offers the opportunity to partner with leaders across complex, innovative talent environments and shape people strategies that support clarity, adoption, engagement, and execution.

You will help leaders guide teams through change thoughtfully while supporting GE HealthCare’s commitment to building high-performing organizations that advance healthcare technology.

We know candidates may not meet every preferred qualification. If this role aligns with your experience and interests, we encourage you to apply.