Lead Director, HR Business Partner Technology

Job Description Summary 

Works closely with senior management within Digital, Data, Analytics & Technology (DDAT) to develop and implement medium- to long-term HR strategies aligned to business priorities, digital transformation objectives, and enterprise technology outcomes. Serves as a strategic advisor to senior DDAT leaders on workforce planning, organizational effectiveness, leadership development, succession planning, change management, and critical technology talent strategies. Partners across HR centers of excellence to deliver scalable people solutions that enable product, engineering, data, analytics, AI, and technology enablement capabilities. 

A Brief Overview 

This role operates as a leader and senior HR Business Partner supporting DDAT leaders and teams. The Lead Director brings enterprise HR expertise, business acumen, and a strong understanding of technology talent dynamics to shape people strategies that advance both organizational performance and CVS Health technology priorities. 

What You Will Do: 

Strategic Business Partnership 

• Collaborates with senior executives and business leaders to align Human Resources strategies with overall business objectives and translate them into core agendas to support organizational goals. 

• Serves as a strategic HR Business Partner to senior DDAT leaders, translating digital, data, analytics, product, engineering, and technology priorities into integrated people and workforce strategies. 

• Builds strong relationships and actively engages with stakeholders to understand business needs, provide insights, and influence decision-making. 

DDAT Workforce and Talent Strategy 

• Partners with DDAT leadership to identify current and future capability needs across critical technology domains, including software engineering, product management, data and analytics, AI/ML, cybersecurity, interoperability, cloud/platform, and technology enablement. 

• Leads strategic workforce planning efforts for assigned DDAT organizations, including capability gap assessment, succession risk, talent pipeline strength, location strategy, organizational design, and investment prioritization. 

• Ensures the organization has a robust talent pipeline and implements programs to enhance leadership capabilities and competencies. 

• Uses workforce data, talent insights, engagement results, and external market intelligence to inform recommendations related to talent strategy, retention, leadership development, and organizational health. 

Organizational Effectiveness and Change 

• Advises leaders on organizational effectiveness, operating model evolution, team structure, leadership effectiveness, and change management to enable agility, innovation, and enterprise technology delivery. 

• Contributes to the development and execution of Human Resources strategies that drive employee engagement, talent management, organizational performance, and effectiveness. 

• Provides guidance and expertise on change management methodologies and helps leaders communicate and implement change initiatives to foster a culture of agility and resilience. 

HR Team Leadership and Governance 

• Owns responsibility for assigning key HR personnel to projects and performance reporting needs on an ongoing basis. 

• Partners across HR centers of excellence to deliver solutions that support the attraction, development, engagement, and retention of high-demand digital and technology talent. 

• Manages and develops a team of Human Resources Business Partners by providing guidance, coaching, and mentorship to ensure the team operates effectively and delivers high-quality HR services while addressing colleague concerns. 

• Ensures Human Resources policies and practices strictly align with legal requirements and industry regulations. 

For This Role You Will Need: Minimum Requirements 

• 10+ years of relevant Human Resource work experience. 

• Demonstrated ability to influence and advise executive leaders on complex people and business matters, translating organizational needs into actionable talent solutions

• Proven experience supporting senior leadership.

• Experience leading teams.

Preferred Qualifications 

• Experience supporting digital, technology, product, engineering, data, analytics, cybersecurity, or innovation organizations in a complex, matrixed enterprise environment. 

• Demonstrated ability to advise senior technology leaders on workforce transformation, organizational design, leadership effectiveness, and talent strategies that enable business and technology outcomes. 

• Understanding of technology talent markets and workforce trends, particularly in high-demand areas such as software engineering, product management, artificial intelligence, machine learning, cybersecurity, data science, interoperability, and cloud/platform capabilities. 

• Society for Human Resource Management Certified Professional (SHRM-CP) preferred. 

Education 

• Bachelor's degree preferred, specialized training, or relevant professional qualifications may be considered