HR Manager, Technology

Role Purpose 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. Key Responsibilities Strategic HR Partnership: 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. Recruitment and Talent Management: 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. Employee Relations and Risk Management: 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. Compensation, Job Architecture, and Organization Design: 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. Learning, Development, and Organizational Capability: 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. HR Operations and Project Execution: 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. Experiences/Education - Required Education: Bachelor’s degree and 5+ years of progressive HR experience, including HR Business Partner or broad HR generalist support for leaders and employees in complex organizations. Core Expertise: Experience across employee relations, talent management, compensation, employee development, hiring, succession planning, and cross‑functional HR initiatives. Key Skills: Strong business partnership, communication, stakeholder management, project management, analytical thinking, and sound judgment with confidential matters. Additional Requirements: Ability to work effectively in a global, matrixed environment with proficiency in HR systems and Microsoft Office tools. This position does not support immigration sponsorship. The range for this position is $94,316.00-$129,685.00 assuming full time status. Starting pay for the successful applicant is dependent on a variety of job‑related factors, including but not limited to geographic location, market demands, experience, training, and education. Benefits Company‑wide bonuses and long‑term incentives align with key business results and ensure you are rewarded when the company performs well. When Corning wins, we all win. As part of our commitment to your financial well‑being, we provide a 100% company‑paid pension benefit with fixed contributions that grow throughout your career. Combined with matching contributions to your 401(k) savings plan, Corning’s total contributions to your retirement accounts can reach between 7% and 12% of your pay, depending on your age and years of service. Our health and wellness benefits include medical, dental, vision, paid parental leave, family building support, fitness, company‑paid life insurance, disability, disease management programs, paid time off, and an Employee Assistance Program (EAP) to support you and your family. Getting paid for our work is important, but feeling appreciated and recognized for those contributions motivates us much more. That’s why Corning offers a recognition program to celebrate successes and reward colleagues who make exceptional contributions. #J-18808-Ljbffr