Job Locations US-MA-Boston | US-NH-Portsmouth

ID

2026-75225

Position Type

Full-Time

Job Grade

21

Department

0001-13611 GRS Talent Business Partners

Market

Corporate Center

Minimum Salary

USD $179,000.00/Yr.

Maximum Salary

USD $322,000.00/Yr.

Typical Starting Salary

$214,000-$275,000

Recruiter

Catherine Botte

The Talent Business Partner, Technology is a strategic partner and member of the executive leader teams for Corporate Technology and Investments, Data & Experience and is responsible for designing and driving talent strategies that advance business goals and objectives. The Talent Business Partner, Technology leads a team of Talent professionals for the aligned groups and is accountable for a holistic talent strategy for the function(s) overall.

Responsibilities:

• Leads a high-performing Talent team embedded in Technology; sets priorities, allocates resources, and delivers measurable outcome milestones.
• Designs and executes multi-year strategic workforce and skills plans aligned to technology, data, AI, and platform roadmaps—anticipating future roles, emerging capabilities, and skill adjacencies rather than relying on static job architectures.
• Partners with Technology leaders to identify critical skill segments (e.g., engineering, cloud, data, AI, cybersecurity, product) and develops differentiated strategies for build, buy, borrow, automate, and redeploy decisions.
• Proactively monitors organizational health using quantitative and qualitative data (e.g., engagement, attrition, internal mobility, capability health) to inform targeted interventions.
• Leads talent implications of AI adoption and automation, ensuring workforce transitions are ethical, inclusive, and growth-oriented, with clear pathways for upskilling, redeployment, and role evolution.
• Partners with leaders to embed AI and digital fluency expectations into leadership, performance, and development models—reinforcing AI as a capability accelerator, not a surveillance tool.
• Demonstrates exceptional executive-level consulting, enterprise alignment, collaborative influence, strategic agility, complex problem solving and inclusive leadership.
• Drives succession planning and leadership depth strategies for critical technology roles, with emphasis on readiness for scale, transformation, and ambiguity.
• Makes connections between broader SBU/enterprise goals and talent strategies and to develop strategies/plans to solve talent trends or issues. Works as a connector across all capabilities/teams within Talent to bring holistic solutions to business.
• Acts Strategic partner and member of executive leadership team, demonstrates a deep understanding of the business environment, strategy, and people implications with clear links to our enterprise strategy of activating our people and culture as our greatest advantage.
• Leads adoption and absorption initiatives: measurement and interventions to ensure employees view AI as development (not surveillance), sequence AI outputs to employees first, and monitor psychological safety as we evolve in our AI journey.
• Acts as an advocate for Technology and builds shared business context across the People, Purpose and Brand org to inform, bring awareness, and align business needs to our BPTW talent strategy.
• Liaises between business and specialized expertise COE to ensure business is being supported in the right way by specialized expertise COE or shared service.
• Sets clear priorities and governs intake to ensure Talent capacity is focused on the highest-value Technology initiatives, pushing back where work does not align to strategic outcomes. Identifies potential peaks and valleys coming in work and escalates opportunities to temporarily redeploy talent resources or gain additional support.
• Coaches senior Technology leaders on inclusive leadership, decision effectiveness, and enterprise thinking—especially in matrixed, product-centric, or agile environments.
• Influences leaders to own and advance equity, inclusion, and belonging outcomes, particularly in technology roles where representation and access gaps persist.

• 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.

Employees may apply for a new role after completing 12 months of employment in their current position.

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