HR Manager, Technology

Corning•Wilmington, NC

2d•$94,316 - $129,685•Onsite

About The Position

This role serves as the primary Human Resources Business Partner for a global client group within the COC Technology organization, supporting approximately 300 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.

Requirements

Bachelor’s degree
5+ years of progressive HR experience, including HR Business Partner or broad HR generalist support for leaders and employees in complex organizations.
Experience across employee relations, talent management, compensation, employee development, hiring, succession planning, and cross-functional HR initiatives.
Strong business partnership, communication, stakeholder management, project management, analytical thinking, and sound judgment with confidential matters.
Ability to work effectively in a global, matrixed environment with proficiency in HR systems and Microsoft Office tools.

Responsibilities

Serve as the lead HR Business Partner for an assigned COC Technology client group of approximately 300+ employees, providing proactive consultation and support to leaders and employees.
Partner with business leaders to align talent and organizational strategies with business priorities, including workforce planning, organizational design, change management, and employee engagement.
Use data, trends, and business insights to identify workforce opportunities and risks, and recommend practical HR solutions that support performance and organizational effectiveness.
Partner on talent acquisition strategies and activities to attract, assess, select, and onboard talent.
Lead or support key talent processes, including performance management, talent reviews, succession planning, and development planning.
Help leaders implement actions that strengthen leadership capability, employee readiness, and long-term talent pipelines.
Provide coaching and guidance to leaders and employees on employee relations matters, performance concerns, conflict resolution, policy interpretation, and workplace expectations.
Foster a positive, inclusive, and accountable work environment through consistent application of HR practices and strong leadership partnership.
Support investigations, corrective actions, sensitive employee issues, audits, documentation, and policy updates with sound judgment, confidentiality, compliance awareness, and appropriate risk management.
Partner with Compensation and other HR Centers of Excellence on pay decisions, market considerations, annual salary review, incentive planning, internal equity, and broader talent implications.
Support job architecture and organizational design efforts by helping define roles, clarify work, and align job structures to evolving business needs.
Identify development needs within the client group and partner on solutions that strengthen leadership effectiveness, employee growth, engagement, and organizational capability.
Collaborate with HR partners and Centers of Excellence on learning initiatives, employee development programs, and talent solutions aligned with business priorities.
Support HR projects across compensation, job architecture, employee development, talent management, hiring, succession planning, and process improvement.
Partner effectively across HR Centers of Excellence, HR Shared Services, and other stakeholders to ensure coordinated, high-quality HR delivery.
Maintain strong execution across multiple priorities through timely follow-through, clear communication, and a high standard of service to the business.