The Director, Strategic Business and Talent Partner (SBTP) for Technology and Business Platforms is a key Human Resources leader reporting to the Vice President Strategic Business & Talent Partner. The Director, SBTP works closely with the SVP, Chief Technology Officer as well as the VP, Delivery Services, in driving efficient top-line growth through world-class technology teams and capability and service delivery centers.

• Workforce plans that deliver top technical capabilities aligned to an integrated Company, Technology, and Workforce Strategy.
• Talent and Organizational transformation that drives business priorities and top-quartile financial performance.
• Optimal people and non-people resources aligned to business strategy with outcomes tracked to a financial forecast.

Top candidates will have at least 12-15 years of progressive talent management and Human Resources leadership experience within Fortune 500 organizations, with at least half of this being within leading big tech or fintech organizations. Experience designing and installing progressive IT operating models (e.g., data strategies, advanced analytics/data science, product management teams, software engineering, automation and AI, cybersecurity, and scaled digital shared services capabilities for the business), building and installing technology career architectures and compensation plans, and devising strategies to attract, develop, and retain top IT talent is necessary. Top candidates will have high business acumen and analytical skills with proven ability to coach and influence senior leaders and lead virtual and cross-functional teams to deliver outstanding results.

Critical Skills:

• Executive Support – Coach and influence the executive team of the Technology function and a Shared Services team.
• Strategy – Translate business and technology strategy to inform and align workforce strategy against business initiatives.
• Leadership Workforce Planning – Validate critical skills and roles against business needs, architect successful succession plans and drive a deep bench of talent
• Capability Building – Identify skills, validate with business, clarify gaps, build plan to address gaps, implement plans, measure progress, sustain progress.
• Change Management – Consult, design, implement and execute change management strategy and plan components against business initiatives.
• Annual and Strategic Planning Financial Management – Implement and monitor talent outcomes, people costs, and help deliver the financial forecast.
• High Performance Teaming – Diagnose gaps in team, create solutions to improve performance, and coach leaders to build the highest performing team possible.

Education:

Required: Undergraduate degree in a relevant field (e.g., Industrial & Labor Relations, Human Resources Management, Human Resources Development, Psychology, Business, etc.) required.

Preferred: Graduate degree in relevant field (e.g., Human Resources/Labor Relations/Human Development/Organizational Psychology, Business, or Information Technology/Engineering)