HR Manager III (Editorial and Narrative Strategist (HR Business Partner))

HR Manager III (Editorial and Narrative Strategist (HR Business Partner))As the HR Business Partner and Program Management Contractor supporting the Technology HR team, you'll partner with HR leaders, Technology stakeholders, and cross-functional partners to support people priorities across a complex, fast-paced Technology organization. This role combines HR business partner support with hands-on program management, helping drive talent reviews, performance management, succession planning, organizational planning, engagement, employee experience, and HR operating discipline. You will serve as a trusted partner who can move fluidly between strategic HR consulting, project execution, data analysis, communication support, and follow-through on key Technology HR priorities.Provide HR business partner support to assigned Technology leaders and teams, partnering on talent, engagement, employee experience, organizational effectiveness, and workforce priorities. Partner with HR leaders and Technology stakeholders to support staffing and retention, succession management, talent development, employee relations, resource planning, compensation and benefits, and performance management activities. Support talent review, calibration, succession planning, career development, and performance management processes, including preparation of materials, leader follow-ups, and action item tracking. Coordinate and manage key Technology HR operating rhythms, including agendas, priority trackers, deliverables, decision follow-ups, talent calendars, and team routines. Support HR governance and people-process execution, including headcount reconciliation, immigration tracking, organizational planning, recurring reporting, and other talent or workforce processes. Analyze people data, identify themes, and create clear summaries, presentations, and recommendations for HR and Technology leadership. Develop and implement engagement plans and employee experience initiatives in support of Synchrony's culture, values, and Way of Working. Collaborate with leaders and HR partners to effectively manage change within Technology and across the broader organization. Draft communications, talking points, presentations, and updates that translate HR priorities, decisions, and next steps for leaders, HR partners, and team members. Manage stakeholder and employee relationships proactively, continuously building trust through responsiveness, discretion, and sound judgment. Support the development of leadership and people-management capability through coaching, facilitation, team sessions, and practical tools or resources. Lead or support other Technology HR initiatives, special projects, and program management needs as assigned.Bachelor's degree or equivalent work experience. 5+ years of increasing HR Generalist, HR Business Partner, or HR consulting experience. 5+ years of project management, program management, or strategic partnering experience. Experience supporting executive or senior-level clients and their organizations, including exempt and non-exempt employees. Experience supporting geographically diverse, matrixed client groups, preferably in a Technology, Operations, or highly complex corporate environment. Demonstrated experience supporting talent management processes, including talent reviews, calibration, succession planning, career development, engagement, and performance management. Strong analytical skills with the ability to compile people data, identify themes, and develop clear summaries, insights, and recommendations. Excellent verbal and written communication, interpersonal, organizational, and multi-tasking skills. Very strong influence, relationship building, facilitation, and change management skills. Demonstrated ability to drive HR processes and deliver high-quality HR services in a fast-paced, high-change environment. Proficiency with Microsoft Office tools, including PowerPoint and Excel; experience with HR systems, reporting tools, or AI-enabled productivity tools is a plus.Experience within financial services, technology, or other highly regulated and complex organizations. Strong business acumen and ability to quickly understand Technology organization structures, priorities, and talent needs. Highly organized and able to create structure, accountability, and momentum across multiple workstreams. Comfort operating independently, anticipating needs, and managing sensitive work with discretion and sound judgment. Ability to move seamlessly between strategic HR partnership and hands-on execution. Experience creating executive-ready presentations, communications, dashboards, or talent materials. Collaborative, proactive, and solutions-oriented team player who brings clarity and follow-through to shared priorities.