Talent Business Partner, (Sr HRBP) - Technology

Drive Enterprise Technology Workforce Strategy Translate Enterprise Technology priorities into workforce strategies that ensure the right capabilities are available at the right time. Lead strategic workforce planning across these domains, including skills gap analysis, role evolution mapping, and supply/demand modeling to anticipate capability needs ahead of business decisions. Align domain-level workforce plans to the broader Global Technology talent agenda. Build robust, domain-specific succession pipelines for critical roles and critical talent. Ensure succession plans are living documents that evolve with the transformation roadmap. Redefine leadership expectations in partnership with business leaders, ensuring performance standards reflect increased engineering rigor, AI-enabled productivity, and a culture of ownership. Embed GenAI fluency and agentic-capability awareness into leadership development programming, equipping domain leaders to manage and develop AI-augmented teams effectively. Co-lead the people side of transformation within each domain, designing change approaches calibrated to the pace and complexity. Champion culture as a performance lever, partnering with leaders to shape environments where accountability, continuous learning, and psychological safety co-exist. Act as an ambassador for the overall Global Technology talent agenda within each domain, translating enterprise-wide priorities into locally relevant actions. Bachelor's degree and 8 to 10 years progressive experience in Human Resources. Advanced degree and/or HR Certifications (PHR, SHRM) preferred. Highly effective strategic thinking and problem solving to address complex challenges across multiple stakeholder groups. Deep expertise in technology talent strategy, including engineering, data, digital, and AI-related roles, and the evolving skill demands of modern technology organizations. Superior ability to build trust and collaborative relationships across multiple stakeholder groups. Executive-level talent consulting and influencing capability. Advanced capability in strategic workforce planning, succession planning, organization design, and leadership development within complex, fast-changing environments. Strong business acumen with the ability to connect technology strategy, external market trends, and talent implications into clear executive recommendations. Highly effective business acumen and ability to link business outcomes and external market trends to talent strategies. Very effective at making connections between broader SBU/enterprise goals and talent strategies and to develop strategies/plans to solve talent trends or issues (leveraging the right resources). Expert strategic thinking and problem-solving skills to address complex challenges across multiple stakeholder groups. Highly capable at building trust and relationships across multiple stakeholder groups.