Principal IT Business Partner

Responsibilities

• Serve as the primary IT advisor to the business, building trusted relationships and ensuring alignment between business priorities and IT strategy.
• Translate business objectives into prioritized IT roadmaps, investments, and outcomes.
• Identify and manage risks, dependencies, and alignment gaps through effective governance and stakeholder engagement.
• Partner with HR leadership across workforce strategy, talent acquisition, learning, performance, rewards, and HR operations to translate business priorities into an integrated HCM roadmap and technology portfolio.
• Drive alignment, integration, and automation across the end-to-end workforce lifecycle (hire-to-retire), including recruiting, onboarding, development, compensation, employee relations, payroll, and offboarding, to improve employee experience, data quality, and operational efficiency.
• Ensure HCM solutions are secure, compliant, scalable, and aligned with enterprise architecture, data, cybersecurity, and workforce management standards.
• Align business priorities with IT strategy, roadmaps, and investment plans.
• Identify opportunities to improve business performance through process optimization, automation, analytics, and digital capabilities.
• Provide strategic technology guidance informed by business needs and industry trends.
• Lead IT demand intake, prioritization, and business case development to maximize business value and strategic alignment.
• Align initiatives with enterprise architecture, portfolio objectives, and funding priorities.
• Facilitate governance decisions by providing transparency into investments, risks, dependencies, and trade-offs.
• Coordinate across IT (TMO, Enterprise Architecture, delivery teams, service owners, and Business Partners) to ensure demand is effectively shaped, funded, and executed.
• Drive alignment across cross-functional dependencies, shared platforms, and delivery timelines.
• Ensure business requirements are accurately represented through delivery and solution implementation.
• Ensure the business defines and validates benefit measures, and holds ownership for tracking adoption, realizing benefits, and performance against business case objectives.
• Establish feedback loops with stakeholders to continuously improve solutions, processes, and portfolio outcomes.
• Provide transparency on progress, risks, and outcomes to support stakeholder and executive decision-making.

Requirements

• Bachelor’s degree (or above) in Information Technology, Computer Science, Human Resources, Business Administration, or a related field.
• 10+ years of experience in IT management, business analysis, relationship management, technology consulting, product management, or enterprise IT roles.
• Strong capability in business stakeholder engagement and alignment, translating business needs into business cases, analytical problem-solving, conflict resolution, and cross-functional collaboration.
• Ability to travel up 20% of time on average.
• Demonstrated expertise across key HR domains, including workforce strategy and organization design, talent acquisition, learning and development, performance management, total rewards and compensation, and HR service delivery and employee relations.
• Deep understanding of end-to-end H2R processes and data flows, spanning recruitment, onboarding, workforce management, development, compensation, payroll, and offboarding.
• Deep knowledge of integration between core HCM suites with external downstream systems.
• Proven ability to influence configuration and optimization across key HCM modules (e.g., Talent Acquisition, Learning Management, and Performance/Compensation).
• Expertise in managing workforce lifecycle events (e.g., hiring, promotions, transfers, relocations, leave of absence, and exits) and enabling associated workflow triggers and automation.
• Solid understanding of change management and digital adoption practices to enable effective rollout and sustained use of HR technologies.
• In-depth understanding of data privacy and security requirements, including safeguarding sensitive Personally Identifiable Information (PII) under data privacy laws and frameworks.

Core Competencies

Demonstrates expertise in aligning IT strategy with business priorities, optimizing workforce lifecycle processes, and ensuring compliance with data privacy and security standards. Proven ability to engage stakeholders, drive process improvements, and implement effective HR technology solutions.