HRBP and Transformation Leader

GE HealthCare•Bellevue, NE

34d•Onsite

About The Position

GE HealthCare is seeking a strategic HR Business Partner and Transformation Leader to guide the people side of organizational change across technical organizations. This role partners with senior business and technical leaders to support workforce transitions, operating model shifts, organizational redesign, and adoption of new ways of working. The role sits at the intersection of business-facing HR leadership, change management, organizational effectiveness, and leader enablement. It is ideal for an experienced HR leader who can translate ambiguity into practical people strategies, help leaders navigate sensitive transitions, and support employee engagement through complex change.

Requirements

Significant progressive HR leadership experience, ideally supporting technical, engineering, digital, software, or AI-intensive organizations.
Strong expertise in business-facing HR leadership, change management, organizational effectiveness, and workforce transition.
Demonstrated ability to lead complex, cross-functional change efforts affecting large or specialized talent populations.
Experience helping leaders implement organizational change, including changes in structure, roles, team design, or operating models.
Strong stakeholder management and influencing skills in matrixed, fast-changing environments.
Experience developing and executing practical change strategies that build alignment, readiness, adoption, and sustained implementation.
Strong communication skills, including the ability to shape leader messaging, support employee communication, and simplify complex organizational change.
Ability to translate ambiguity into clear plans, actionable guidance, and structured execution.
Strong business acumen, executive presence, and judgment.
Experience navigating organizational transitions, talent risks, and sensitive change environments with discretion and credibility.

Nice To Haves

Experience supporting technical talent communities through significant organizational change, including restructures, capability shifts, or evolving ways of working.
Ability to build trust quickly with senior leaders and serve as a steady advisor during transformation.
Strong execution orientation with the ability to move from strategy to action in complex environments.
Experience enabling leaders to communicate effectively and lead teams through uncertainty, transition, and adoption.
Practical, solutions-oriented mindset with strong follow-through and a bias toward simplification.
Comfort operating across multiple concurrent priorities and interconnected workstreams.
Strong analytical and problem-solving skills, including the ability to use data, feedback, and organizational insight to inform decisions.
Resilience, adaptability, and composure in ambiguous or evolving environments.
Commitment to building healthy, high-performing organizations where technical talent can adapt, contribute, and succeed through change.

Responsibilities

Serve as a trusted advisor to senior business and technical leaders on the people implications of organizational change, operating shifts, and evolving workforce needs.
Partner with leaders to align organizational decisions with business priorities, talent implications, and execution realities across technical teams.
Provide strategic counsel on team effectiveness, role clarity, organizational health, leadership dynamics, and change readiness.
Support leaders in making thoughtful decisions about structure, responsibilities, and workforce impacts as business needs evolve.
Translate ambiguity into clear actions, sound people decisions, and forward momentum.
Lead the people side of transformation for technical organizations, helping teams adopt new structures, expectations, processes, and ways of working.
Build integrated change approaches that improve awareness, leadership alignment, employee readiness, and sustained adoption.
Translate complex transformation efforts into practical implementation strategies that move teams from current state to future state.
Drive stakeholder engagement, change planning, adoption support, and reinforcement mechanisms.
Coordinate across overlapping initiatives to reduce fragmentation, manage change load, and improve consistency of implementation.
Guide leaders through restructures, team redesign, operating model shifts, capability changes, role evolution, and other organizational transitions.
Assess the impact of change on teams, interfaces, decision-making, and employee experience.
Identify transition risks early and recommend actions that support continuity, engagement, and execution.
Advise on organizational choices that improve accountability, alignment, speed, and collaboration.
Help leaders navigate sensitive transition points with a balanced approach to business outcomes and employee impact.
Equip leaders with messaging, context, and tools to lead teams through change with clarity, consistency, and credibility.
Support communication approaches that are practical, transparent, and tailored to different audiences.
Coach leaders on explaining change, addressing concerns, and reinforcing key messages over time.
Strengthen leader capability in managing uncertainty, sustaining momentum, and supporting adoption.
Partner across HR and other stakeholders to prepare leaders for communication that builds trust and supports execution.
Anticipate and manage people-related risks associated with transformation, organizational change, and workforce transition.
Establish governance and monitoring approaches that improve visibility to dependencies, decisions, implementation issues, and adoption challenges.
Use feedback, data, and organizational insight to refine change approaches and improve outcomes.
Surface resistance points, organizational friction, and employee concerns early.
Apply strong judgment and discretion to sensitive workforce matters arising from organizational shifts and evolving business priorities.