Position Overview The HR IT Business Partner (HRBP) is a strategic enabler of enterprise performance, responsible for shaping the workforce, leadership capability, and organizational design required to deliver International's digital, data, IT, and AI strategy. The individual will operate as a trusted advisor to senior technology and business leaders, this role ensures people, skills, and culture evolve in lockstep with innovation-directly influencing growth, operational resilience, and competitive advantage. This role goes beyond traditional HR partnership by anticipating future capability needs, guiding complex transformation, and translating technology strategy into sustainable human and organizational outcomes. The HRBP enables strategic workforce capability across the following domains, ensuring talent and leadership readiness keep pace with innovation: + AI & Data Literacy - Elevates enterprise fluency in AI, analytics, and responsible data use, supporting informed decision-making and adoption. + Data Engineering & Analytics - Shapes talent strategies that strengthen data platforms, analytics capability, and insight-driven execution. + Data Science - Builds depth and sustainability in advanced analytics and data science through targeted development and career pathways. + AI Product Management - Aligns workforce planning with the demands of AI-enabled products and digital innovation at scale. + Industrial & Domain Intelligence - Integrates business domain and IT expertise to accelerate value creation and domain-driven solutions. + Human-Machine Collaboration - Prepares the workforce and culture for effective collaboration between people and intelligent systems. + Change Leadership & Talent - Develops leaders capable of driving transformation, adoption, and long-term value realization. + AI Governance, Risk & Ethics - Embeds ethical standards, governance, and compliance into AI- and data-related talent practices. + Cybersecurity & Resilience - Reinforces workforce behaviors and capabilities that protect the enterprise and ensure operational continuity Responsibilities Strategic Advisory & Workforce Foresight + Serve as a strategic advisor to senior IT, Digital, Data, AI, and Business leaders on workforce implications of enterprise strategy, technology investments, and operating model shifts. + Lead forward-looking workforce planning to ensure critical capabilities are built ahead of demand, not in reaction to it. + Influence leadership decisions by connecting people strategy to business performance, risk, and long-term value creation. Talent Strategy & Capability Enablement + Architect talent strategies-including hiring, development, succession, and retention-that directly enable digital, data, cybersecurity, and AI priorities. + Shape role design, career paths, and skills frameworks for emerging and evolving technology-enabled roles. + Ensure talent investments deliver measurable business impact and readiness for future-state capabilities. Organizational Effectiveness & Change Leadership + Advise on organizational design, restructures, and team models to improve agility, scalability, and execution effectiveness. + Act as a key change leader during digital transformation initiatives, ensuring adoption, leadership alignment, and sustained outcomes. + Build leader capability to operate effectively in environments characterized by rapid technological change and ambiguity. Culture, Engagement & Employee Relations + Foster a high-performance, inclusive culture that supports innovation, accountability, and continuous learning. + Navigate complex employee relations matters with sound judgment, protecting both the enterprise and employee trust. + Reinforce cultural norms that support collaboration between business domains and IT. Enterprise HR Strategy Execution + Serve as the primary conduit between HR Centers of Excellence and the technology organization, ensuring HR programs are effectively deployed and adopted. + Ensure consistent application of HR policies, compliance requirements, and governance standards across the organization. + Provide executive-level coaching to leaders on people decisions, talent risks, and organizational trade-offs. Minimum Requirements + Bachelor's degree and at least 9 years of HR or Organizational Development experience + At least 2 years of lead experience OR + Master's degree and at least 5 years of HR or Organizational Development experience + At least 2 years of lead experience OR + At least 12 years of HR or Organizational Development experience + At least 2 years of lead experience Additional Requirements + Qualified candidates, excluding current employees, must be legally authorized on an unrestricted basis (US Citizen, Legal Permanent Resident, Refugee or Asylee) to be employed in the United States. We do not anticipate providing employment related work sponsorship for this position (e.g., H-1B status) Desired Ski