Executive Director, HR Business Advisor - Enterprise Technology

Human Resources plays a critical role in shaping the employee experience, strengthening our culture, and building a diverse and inclusive workforce. As a strategic partner to the business, we work with leaders across the firm to attract, develop, and retain exceptional talent and help advance business priorities. Together, we foster an environment where people feel supported, have a sense of belonging, and can make an impact through their work.
As a Senior Human Resources Business Advisor and strategic leader within Enterprise Technology, you will shape and deliver the people agenda across key global technology organizations, with a primary focus on software engineering and technology enablement functions. You will serve as a trusted advisor to senior leaders, develop a deep understanding of the business, stay current on emerging technology and talent trends, and use firmwide HR products, workforce data, and insights to help build the workforce of the future.
You will collaborate with senior technology leaders, regional HR Business Advisors, HR centers of excellence, Finance and Business Management, and other partners to deliver consistent outcomes and a high-quality employee experience across a global footprint. You will tailor approaches as appropriate for local market dynamics, regulatory requirements, and talent conditions, while contributing to the design and implementation of digital-first, HR-enabled products and solutions.
This role reports to the Head of Human Resources responsible for Corporate Technology, the Chief Technology Office, and AI/ML Platforms.
Job Responsibilities
Shape and execute the people strategy: Partner with senior leaders to translate business priorities into integrated workforce, talent, leadership, performance, compensation, and change management.
Lead strategic workforce planning: Align talent priorities with technology business strategy with a focus on an future ready workforce
Advance performance and talent outcomes: Lead a holistic approach to role and skill expectations, performance management, compensation, succession, leadership development, retention, and critical-skill depth.
Champion an inclusive, high-performance culture: Embed firm values, strengthen the employee experience, and reinforce behaviors that support innovation and collaboration
Advise on organization design and transformation: Guide leaders through organization design, restructuring, operating model changes, and change management to improve productivity, decision-making, talent growth, and cross-functional collaboration.
Coach senior leaders: Provide executive-level counsel on leadership effectiveness, organizational health, talent decisions, and complex people matters.
Turn workforce data into action: Synthesize workforce analytics into clear executive narratives and recommendations, including insights on capacity, skills gaps, attrition risk, mobility, location strategy, and spans and layers.
Manage sensitive employee matters: Partner with Employee Relations and HR Legal to address complex issues with sound judgment, appropriate governance, confidentiality, and consistent risk controls.
Drive HR transformation and capability building: Collaborate with HR centers of excellence and Learning to advance digital and AI-enabled products, self-service, technology-enabled processes, and skills development, particularly in modern engineering, data, and AI.
Orchestrate the employee experience: Partner with talent and HR product teams to provide strategic direction, represent business needs, and support effective delivery of employee experience products and services.
Build trusted stakeholder relationships: Demonstrate executive presence, strong judgment, and clear communication while working across a highly matrixed global organization.
Required qualifications, capabilities and skills
10 or more years of progressive Human Resources or transformational people leadership experience, supporting a large-scale technology organization and senior technology leadership teams.
Broad knowledge of people practices, including goal setting, performance assessment and improvement, compensation, talent review and management, workforce planning, organizational change, reductions in force, and manager development.
Demonstrated ability to advise senior stakeholders, coach leaders, support complex people matters, and influence transformation across work design, automation, digital strategy, and operating models.
Strong critical-thinking and problem-solving skills, with the ability to identify trends and root causes and develop practical, well-reasoned recommendations.
Exceptional analytical, quantitative, and data-fluency skills, with the ability to translate workforce insights into decisions, actions, and measurable business outcomes.
Ability to operate at scale, navigate a globally matrixed organization, and build effective partnerships across Human Resources, Finance, Legal, and the business.
Excellent executive communication, stakeholder management, and relationship-building skills, with sound judgment and discretion when handling sensitive matters.
Preferred qualifications, capabilities and skills
Experience supporting software engineering, technology platform, or enterprise technology organizations.
Experience using workforce analytics, skills signals, and AI-enabled insights to inform talent and organizational decisions.
Experience leading people strategies across multiple regions and adapting programs to local market, regulatory, and talent considerations.