Sr. HR Business Partner, Corporate Vice President, Technology Organization

New York Life•New York, NY

14h•Hybrid

About The Position

The Senior Human Resources Business Partner (HRBP) serves as a strategic advisor and thought partner to senior leaders, shaping and driving people strategies that directly enable business performance and long-term growth. This role is accountable for translating business strategy into an integrated workforce strategy, influencing organizational direction, and leading talent and transformation initiatives. This role will specifically support client groups within a technology organization, partnering with leaders and teams in a fast-paced, evolving environment. Partner with and coach leaders within a technology-focused organization by helping address workforce priorities tied to technical talent, organizational design, and team effectiveness. Experience supporting technical, digital, engineering, product, or data-oriented teams is a plus. With a forward-looking perspective, the Senior HRBP anticipates business and workforce challenges, leveraging data, insights, and deep expertise to design and implement solutions that drive a high-performing organization. This role balances strategic thinking with hands-on execution to evolve the way we operate and position the organization for future success.

Requirements

Bachelor’s degree referred; advanced degree or HR certification preferred.
8+ years of progressive HR experience, including strategic partnership with executives in complex, matrixed environments.
Demonstrated ability to shape and influence business and talent strategy with measurable impact.
Recognized expertise in HR practices, including organizational design, workforce planning, and change leadership.
Proven track record of leading high-impact initiatives or transformations.
Strong executive presence with the ability to influence, challenge, and guide senior stakeholders.
Exceptional judgment, analytical capability, and ability to operate in ambiguous, high-stakes environments.

Nice To Haves

Experience supporting technical, digital, engineering, product, or data-oriented teams is a plus.

Responsibilities

Lead the development and execution of people strategies for a major business unit or function, directly aligning workforce priorities with business objectives.
Partner with senior leaders to shape business strategy and workforce plans through an organizational and talent lens.
Anticipate and diagnose organizational challenges, recommending and driving proactive solutions that strengthen business performance.
Influence and guide talent and workforce strategies, contributing to broader HR and enterprise transformation efforts.
Lead organizational design and workforce planning initiatives, optimizing structures, roles, and capabilities for future growth.
Lead talent strategy, including succession planning, leadership development, and building future-ready talent pipelines.
Design and evolve talent practices to improve organizational performance, scalability, and effectiveness across multiple functions.
Serve as a trusted advisor to senior leaders, coaching on leadership effectiveness, team performance, and organizational health.
Lead high-impact initiatives to elevate leadership capability and strengthen accountability across the organization.
Lead the evolution of the organization, including behavioral shifts and ways of working.
Shape and sustain a high-performing culture, aligned with enterprise values and business strategy.
Drive adoption of change through innovative, people-centered strategies, ensuring resilience and sustained impact.
Navigate complex employee and organizational matters with high judgment, balancing risk, business priorities, and long-term outcomes.
Partner across HR Centers of Excellence and business leaders to deliver integrated, scalable HR solutions.
Leverage advanced analytics and insights to measure impact, inform strategy, and continuously improve outcomes.
Identify systemic opportunities to streamline processes and drive operational excellence at scale.
Ensure alignment with evolving employment practices, regulatory considerations, and enterprise standards.