Role Overview
The role partners with niche, global, and highly outcome‑driven technology organization, comprising diverse and evolving data, platform, and engineering capabilities with demanding business stakeholders.
This role is accountable for shaping and executing people and organization strategy to enable sustained business performance, scalability, and future‑ready capabilities.
Key Responsibilities
Strategic Business Partnership
- Act as a thought partner to the Data Management leadership team on people, organization, and leadership strategy.
- Align people priorities with business objectives, growth plans, and delivery outcomes.
Workforce, Skills & Organization Strategy
- Lead workforce and skills planning across capacity, cost, and critical capabilities.
- Drive organization design, role clarity, and operating model evolution.
- Anticipate and mitigate talent and capability risks in a fast‑changing technical landscape.
Talent, Performance & Leadership
- Enable strong outcomes across hiring, succession, internal mobility, and performance.
- Coach senior leaders on leadership effectiveness, performance differentiation, and culture.
- Partner with HR COEs to deliver integrated and scalable people solutions.
Change & Culture
- Lead people aspects of complex change, including restructures, transformations, and scale transitions.
- Shape a performance‑driven, inclusive culture within a high‑pressure delivery environment.
Insights, Metrics & Governance
- Use people insights and workforce metrics to enable fact‑based leadership decisions.
- Provide executive‑level perspectives on workforce health, attrition, engagement, and productivity.
Risk & Employee Relations
- Oversee employee relations and people risk management across geographies, ensuring consistency and business alignment.
Measures of Success
- Executive trust and impact as a strategic advisor
- Readiness and resilience of talent and leadership pipeline
- Performance, engagement, and retention outcomes
- Effective execution of organization and change initiatives
Experience & Profile
- 15+ years of progressive HR leadership experience
- Proven experience supporting large/Mid-sized, global, technology or data‑centric services organizations.
- Strong business acumen with Demonstrated ability to influence senior leaders and deliver outcomes through scale and complexity
- Graduation/Post graduation in Human Resources or related field.
15-17 years96
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Job Description
Download ResumeRole Overview
The role partners with niche, global, and highly outcome‑driven technology organization, comprising diverse and evolving data, platform, and engineering capabilities with demanding business stakeholders.
This role is accountable for shaping and executing people and organization strategy to enable sustained business performance, scalability, and future‑ready capabilities.
Key Responsibilities
Strategic Business Partnership
- Act as a thought partner to the Data Management leadership team on people, organization, and leadership strategy.
- Align people priorities with business objectives, growth plans, and delivery outcomes.
Workforce, Skills & Organization Strategy
- Lead workforce and skills planning across capacity, cost, and critical capabilities.
- Drive organization design, role clarity, and operating model evolution.
- Anticipate and mitigate talent and capability risks in a fast‑changing technical landscape.
Talent, Performance & Leadership
- Enable strong outcomes across hiring, succession, internal mobility, and performance.
- Coach senior leaders on leadership effectiveness, performance differentiation, and culture.
- Partner with HR COEs to deliver integrated and scalable people solutions.
Change & Culture
- Lead people aspects of complex change, including restructures, transformations, and scale transitions.
- Shape a performance‑driven, inclusive culture within a high‑pressure delivery environment.
Insights, Metrics & Governance
- Use people insights and workforce metrics to enable fact‑based leadership decisions.
- Provide executive‑level perspectives on workforce health, attrition, engagement, and productivity.
Risk & Employee Relations
- Oversee employee relations and people risk management across geographies, ensuring consistency and business alignment.
Measures of Success
- Executive trust and impact as a strategic advisor
- Readiness and resilience of talent and leadership pipeline
- Performance, engagement, and retention outcomes
- Effective execution of organization and change initiatives
Experience & Profile
- 15+ years of progressive HR leadership experience
- Proven experience supporting large/Mid-sized, global, technology or data‑centric services organizations.
- Strong business acumen with Demonstrated ability to influence senior leaders and deliver outcomes through scale and complexity
- Graduation/Post graduation in Human Resources or related field.