# The Talent Magnet — Technology Business Partner - Human Resources

- Generated: 2026-09-15 11:30:43 AM EDT
- Original/canonical posting: https://www.linkedin.com/jobs/view/4467736662/
- Provider: LinkedIn
- Posted: approximately 2026-09-15 09:30 AM EDT (from '2 hours ago')
- Elapsed since posting: represented by the provider's relative posting label and approximate Eastern timestamp when available
- Applicants: Be among the first 25 applicants
- Work model/location: United States; remote eligibility and end employer are unverified
- Compensation: $275,000-$300,000 annually
- Travel: Not disclosed
- Positioning track: Executive leader
- Fit outcome: PASS — 89%

## Direct-match strengths

Enterprise technology strategy, HR/workforce platforms, HCM integration, AI and automation, workforce intelligence, enterprise applications, product-oriented operating models, roadmaps, vendor and investment decisions, team leadership, executive advisory, and measurable transformation.

## Hard or material gaps

Remote eligibility and the underlying digital-learning/assessment employer are not identified. Keith has direct workforce-management SaaS, HCM integration, enterprise-application, AI, and transformation evidence, but he does not document deep Oracle HR-platform ownership or a sustained formal role as the primary adviser to a CHRO.

## Evidence map

1. Strategic technology partnership with HR leadership (weight 3, evidence 2/3) — Direct workforce-product and HCM work plus executive advisory; primary CHRO-adviser tenure is not documented.
2. HR technology, enterprise applications, digital transformation, or technology partnership (weight 3, evidence 3/3) — The requirement is disjunctive; Keith has strong enterprise-applications and digital-transformation leadership.
3. Lead HR/workforce platforms and delivery resources (weight 2, evidence 3/3) — Led an AI-powered workforce-management SaaS product, teams, integrations, reliability, and delivery.
4. AI, automation, data, and workforce intelligence (weight 3, evidence 3/3) — Direct AI automation, forecasting, scheduling, optimization, analytics, and HCM integration evidence.
5. Translate strategy into roadmaps and measurable outcomes (weight 3, evidence 3/3) — Repeated funded roadmaps and measured delivery across enterprise AI, data, and cloud programs.
6. Advise executives on platforms, investments, and vendors (weight 2, evidence 3/3) — Advised 200+ enterprises and owned build-versus-buy, vendor, architecture, and budget decisions.
7. Product-oriented, business-outcome delivery (weight 2, evidence 3/3) — Direct product management, customer discovery, platform ownership, and production accountability.
8. Lead internal and external technology resources (weight 2, evidence 3/3) — Led cross-functional teams, managers, contractors, vendors, and global technical communities.
9. Modern Oracle HR ecosystem (weight 2, evidence 1/3) — HCM, ERP, APIs, and enterprise integration are direct; Oracle-specific HR ownership is not claimed.

## Keyword diagnostic

Strong enterprise applications, HR/workforce technology, AI, automation, data, roadmap, vendor, product, executive-advisory, and measurable-delivery alignment; no unsupported Oracle or CHRO-partnership claim added.

## Full normalized job description

Our client, a global leader in digital learning and assessments is seeking an accomplished
Technology Business Partner – Human Resources
to serve as the strategic bridge between Human Resources, enterprise technology and the broader business.
This is
not a traditional HR systems leadership role
focused on receiving requirements and delivering technology solutions. This leader will become a
trusted technology adviser to the CHRO and senior HR leadership
, helping shape how technology, data, AI and emerging capabilities can advance the organization's people strategy.
Reporting into senior Technology leadership, this individual will own the strategic technology partnership with HR while leading the platforms and resources supporting the function.
Success requires a rare combination of
technology depth, business acumen, executive presence, execution discipline and emotional intelligence
.
The Mandate
The Technology Business Partner – HR will help
define the future of HR technology
, not simply manage its current state. This leader will translate people and business priorities into a cohesive technology strategy and roadmap while providing independent advice on platforms, investments, vendors and emerging technologies. The individual must bring a point of view.
When presented with a new technology or transformational opportunity, this leader should be able to answer:
Does it solve a meaningful business problem? Is the technology credible? Is it right for us? Can we execute it successfully—and how will we measure the impact?
Key Responsibilities
Strategic Partnership & Executive Advisory
Serve as the
primary strategic technology adviser to senior HR leadership
, developing trusted relationships across HR, Technology and the enterprise.
Participate early in strategic conversations, helping shape both the business problem and the appropriate technology response.
Provide an objective perspective on major technology decisions, investments and vendor recommendations while constructively challenging assumptions when necessary.
Translate complex technology issues into clear business choices and help reconcile competing priorities across HR and Technology.
HR Technology Leadership
Provide strategic leadership for the
HR technology ecosystem
, including the core Oracle environment and associated platforms, applications and integrations.
Lead a team of internal and external technology resources and scale delivery capabilities around major initiatives.
Move the function beyond traditional platform management toward a more
product-oriented, business-outcome-driven approach
.
Ensure HR technology remains stable, scalable and cost-conscious while continuously evolving to support the organization's people strategy.
AI, Innovation & Future of Work
Identify practical applications for
AI, agentic technologies, automation, workforce intelligence and emerging technology
within HR.
Partner with enterprise technology teams to evaluate new capabilities and determine where innovation can meaningfully improve HR operations and employee experiences.
Explore how capabilities involving
skills, workforce intelligence and the changing nature of work
can strengthen the organization's own internal people strategy.
Execution & Accountability
Turn strategy into measurable action.
Create clear roadmaps, establish priorities and ensure commitments are delivered.
Build credibility through a simple principle:
What you say is what you do—and what you do is what you measure.
The successful leader must be equally comfortable advising executives and ensuring that strategy ultimately translates into results.
What We're Looking For
We are seeking a
Senior Director/VP-caliber technology leader
who has successfully operated at the intersection of technology, business strategy and Human Resources.
The strongest candidates will bring:
Significant leadership experience across
HR Technology, Enterprise Applications, Digital Transformation or Technology Business Partnership
.
Strong knowledge of modern HR technology ecosystems;
Oracle experience is highly valuable
.
Demonstrated experience advising
CHROs, C-suite executives and senior functional leaders
.
Sufficient technical depth to engage credibly with
engineers, architects, vendors and technology executives
.
A track record of taking initiatives from
strategy through execution with measurable business impact
.
Strong understanding of
AI, automation, data and emerging workforce technologies
.
Exceptional executive communication, influence and relationship-building skills.
The confidence to
constructively challenge senior leaders
while navigating complex organizational dynamics.
High emotional intelligence, business judgment and the ability to
influence without relying on hierarchy
.
Sucessful Profile
Technical expertise alone will not make someone successful here.
The right person will
earn trust rather than rely on title
. They will have the executive presence to operate comfortably with senior leadership and enough technology depth to maintain credibility with technical teams.
They will understand how to
read the room, challenge thoughtfully, manage competing interests and make difficult tradeoffs
.
Most importantly, they will combine
strategy with execution
.
We are not looking for someone who simply talks about transformation. We are looking for someone who has
delivered it
.

## Artifact metadata

- Resume: https://bit.ly/3UTPlw3
- Cover letter: https://bit.ly/3SKKRqX
- Validation: PASS — 2-page resume (937 words), 1-page cover letter (238 words); PDF geometry, bounds, annotations, links, and visual pages verified.
- Google Drive used: No