HR Manager, Technology COC

Role Purpose

This role serves as the primary Human Resources Business Partner for a global client group within the COC Technology organization, supporting approximately 150 or more employees. This role partners closely with business leaders and employees to align people strategies with business objectives, provide end-to-end HR support, and help build a high-performing, engaged organization. The role has full HR Business Partner responsibility for the client group and partners on a wide range of strategic and operational HR initiatives, including compensation, job architecture, employee development, talent management, hiring, succession planning, organizational effectiveness, and change management.

Key Responsibilities

• Serve as the lead HR Business Partner for an assigned COC Technology client group of approximately 150 or more employees, providing proactive HR consultation and support

• Partner with business leaders to align talent and organization strategies with business priorities, including workforce planning, organizational design, and change management
• Use data, trends, and business insight to identify workforce opportunities and risks and recommend practical HR solutions that support performance and engagement
• Partner on talent acquisition strategies and activities to attract, assess, and onboard talent
• Drive talent management processes, including performance management, talent reviews, succession planning, and development planning
• Support employee development initiatives and help leaders identify actions to strengthen capability, readiness, and long-term talent pipelines
• Provide coaching and guidance to leaders and employees on employee relations matters, performance concerns, conflict resolution, and policy interpretation
• Foster a positive, inclusive, and accountable work environment through consistent application of HR practices and thoughtful partnership with leadership
• Support investigations, corrective actions, and sensitive employee issues with sound judgment, confidentiality, and appropriate risk management
• Partner with Compensation and other HR Centers of Excellence on pay decisions, market considerations, annual salary review, incentive planning, and internal equity
• Support job architecture and organization design efforts by helping define roles, clarify work, and align job structures to business needs
• Advise leaders on compensation-related decisions and broader talent implications in partnership with the appropriate HR stakeholders

Experiences/Education - Required

• Bachelor’s degree in Human Resources, Business Administration, Communications, or a related field or equivalent experience in lieu of a degree.
• 5+ years of progressive Human Resources experience, including serving as an HR Business Partner or in a broad HR generalist role supporting business leaders and employees
• Strong business partnership skills, with the ability to build credibility, influence leaders, and provide balanced HR guidance
• Broad HR knowledge across employee relations, talent management, compensation, employee development, hiring, and succession planning
• Strong project and process management skills, with the ability to manage multiple priorities and drive work forward with a high level of accuracy and follow-through
• Excellent communication, collaboration, and stakeholder management skills across employees, leaders, and HR partners
• Strong judgment and discretion in handling sensitive and confidential information
• Analytical and problem-solving skills, with the ability to interpret data and translate insights into actionable recommendations
• Ability to work effectively and with agility in a global, matrixed environment
• Proficiency with HR systems and Microsoft Office tools

Experiences/Education - Desired

• Master’s degree or HR certification (e.g., SHRM-CP/SCP, PHR/SPHR) preferred