HR Business Partner - Technology

FERGUSON•Newport News, VA

21h•Hybrid

About The Position

The HR Business Partner - Technology will support the Technology Corporate Function and is a strategic advisor and enterprise thought partner to leadership. This role plays a critical part in helping to shape and implement people strategies that drive business performance, organizational evolution, talent development, cultural transformation, and engagement. The HRBP operates at the intersection of business strategy and human capital, employing data, influence, and deep HR expertise to build leadership capability, strengthen talent pipelines, and enable scalable, high-performing teams. Location: This role is located at Ferguson's corporate offices in Newport News, VA on a hybrid schedule, according to company policy. There are no exceptions for remote work. Relocation assistance will be provided for candidates that live outside of the Hampton Roads, VA area.

Requirements

5+ years of progressive HR experience, including experience in a strategic HRBP role or related discipline.
Knowledge of HR subject areas including organizational design, talent management, employee relations, and workforce planning.
Bachelor’s degree or equivalent experience.
Proficiency in HRIS (e.g., Workday), Microsoft Office – Outlook, PowerPoint, Excel, and data reporting tools.
Expertise and shown ability to influence senior leaders and drive alignment across complex, matrixed organizations.
Strong professionalism with ability to communicate across all levels of associates, including regular dialogue with leaders and executives.
Shown ability to work independently and as part of a collaborative HR team.
Deep understanding of business operations, financial drivers, and market dynamics.
Can lead large-scale change initiatives with empathy, clarity, and resilience.
Navigate conflict, feedback, and sensitive issues with insight and tact.
Strong capability in interpreting people data and trends to advise on strategy and decision-making.

Nice To Haves

Preferred experience working with corporate function departments, specifically technology leaders/departments.
Preferred experience working in or supporting global teams, with strong cultural awareness and the ability to bridge collaboration across U.S. and India-based teams.
Experience supporting in a large, fast-paced and matrixed organization is strongly preferred.
HR certifications (SHRM-CP or SCP, PHR/SPHR) desired.
Leadership experience preferred.

Responsibilities

Partner with senior leaders to anticipate future workforce needs, identify critical capability gaps, and develop long-range talent strategies aligned with business growth and transformation.
Partner with HR teams in the Technology Global Capability Center (GCC) in India to align practices, strengthen collaboration, and support U.S. leaders in understanding and adapting to cross-cultural ways of working.
Serve as a trusted advisor to senior leaders, providing coaching on leadership effectiveness, organizational influence, and enterprise thinking.
Partner with management and the Employment Practices Group (EPG) to proactively address sophisticated employee relations issues, mitigate risk, and promote a positive workplace culture.
Collaborate with HR Center of Excellence (COE) to help shape and deploy enterprise programs in compensation, benefits, talent acquisition, and employee experience with a focus on business relevance and adoption.
Help lead complex organizational design initiatives, including restructuring, role clarity, and operating model evolution to support scalability and agility.
Translate workforce data (e.g., engagement, attrition, inclusion metrics, talent mobility) into actionable insights and strategic recommendations for senior leadership.
Champion a culture of belonging, accountability, and continuous improvement by embedding principles into talent practices and leadership behaviors.
Architect and lead change strategies that build alignment, reduce resistance, and develop a culture of adaptability and innovation.
Drive enterprise-wide talent reviews, succession planning, and leadership pipeline development in partnership with Talent COEs.