Find & Apply For Human Resources Manager Jobs in Stamford, Connecticut

Required Education-Bachelor's degree or equivalent work experienceRequired Skills-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 Technology, Operations, or a highly complex corporate environment-Demonstrated experience supporting talent management processes: talent reviews, calibration, succession planning, career development, engagement, and performance management-Coaching, employee relations, conflict resolution, and manager consultation-Strong analytical skills — compile people data, identify themes, develop 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-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 toolsDesired Characteristics-Experience within financial services, technology, or other highly regulated and complex organizations-Strong business acumen — quickly understand Technology org structures, priorities, and talent needs-Highly organized; able to create structure, accountability, and momentum across multiple workstreams-Comfort operating independently, anticipating needs, managing sensitive work with discretion-Ability to move seamlessly between strategic HR partnership and hands-on execution-Experience creating executive-ready presentations, communications, dashboards, or talent materials-Collaborative, proactive, solutions-oriented team playerAs the HR Business Partner and Program Manager, you would be 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.

Essential Responsibilities:

-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: agendas, priority trackers, deliverables, decision follow-ups, talent calendars, and team routines-Support HR governance and people-process execution: headcount reconciliation, immigration tracking, organizational planning, recurring reporting, and other talent/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, 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

•Only those lawfully authorized to work in the designated country associated with the position will be considered.

•Please note that all Position start dates and duration are estimates and may be reduced or lengthened based upon a client's business needs and requirements.

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