Human Resources Manager

Essential Responsibilities

• HR Business Partnership & Consultation:
• Provide HR business partner support to assigned Technology leaders and teams, partnering on talent, engagement, employee experience, organizational effectiveness, and workforce priorities.
• Partner with HR leaders and Technology stakeholders to support staffing and retention, succession management, talent development, employee relations, resource planning, compensation/benefits, and performance management.
• Support leadership development and manager capabilities through coaching, facilitation, team sessions, and practical tools or resources.
• Talent Management & Operating Rhythms:
• Support talent review, calibration, succession planning, career development, and performance management processes, including material preparation, leader follow-ups, and action item tracking.
• Coordinate and manage key Technology HR operating rhythms, including agendas, priority trackers, deliverables, decision follow-ups, talent calendars, and team routines.
• HR Governance, Data & Analytics:
• Support HR governance and people-process execution, including headcount reconciliation, immigration tracking, organizational planning, recurring reporting, and other talent/workforce processes.
• Analyze people data, identify key themes, and create clear summaries, presentations, dashboards, and actionable recommendations for HR and Technology leadership.
• Culture, Engagement & Change Management:
• Develop and implement engagement plans and employee experience initiatives aligned with culture, values, and Way of Working.
• Collaborate with leaders and HR partners to effectively manage organizational change within Technology and across the broader enterprise.
• Communications & Stakeholder Management:
• Draft communications, talking points, executive presentation decks, and updates translating HR priorities, decisions, and next steps for leaders, HR partners, and team members.
• Manage stakeholder and employee relationships proactively, continuously building trust through responsiveness, discretion, and sound judgment.
• Lead or support other Technology HR initiatives, special projects, and program management needs as assigned.

Qualifications & Requirements

Must-Have Qualifications & Skills:

• 5 years of increasing HR Generalist, HR Business Partner, or HR consulting experience.
• 5 years of project management, program management, or strategic partnering experience.
• Education: Bachelor's degree or equivalent practical work experience.

Key Technical & Professional Capabilities:

• Demonstrated experience supporting end-to-end talent management processes (talent reviews, calibration, succession planning, career development, engagement, and performance management).
• Experience supporting executive or senior-level client groups, including both exempt and non-exempt populations.
• Experience supporting geographically diverse, matrixed client groups, preferably in a Technology, Operations, or highly complex corporate environment.
• Demonstrated strength in coaching, employee relations, conflict resolution, manager consultation, and change management.
• Strong analytical skills with the ability to synthesize complex people data, extract insights, and present visual summaries.
• Exceptional verbal and written communication, interpersonal, organizational, and multi-tasking skills.
• Proficiency with Microsoft Office Suite (PowerPoint, Excel); experience with HRIS systems, reporting tools, or AI-enabled productivity tools is a plus.

Desired Characteristics / Preferred Qualifications

• Industry Experience: Background within financial services, technology, or other highly regulated and complex organizations.
• Business Acumen: Ability to quickly understand Technology organizational structures, business priorities, and talent needs.
• Execution & Autonomy: Highly organized and capable of creating structure, accountability, and momentum across multiple parallel workstreams; comfortable operating independently with discretion.
• Strategic & Tactical Balance: Ability to seamlessly transition between high-level HR strategic partnership and tactical execution.
• Executive Presence: Proven track record of creating executive-ready presentations, communications, dashboards, and talent materials.
• Advanced Degree: Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field.