The Technology Business Partner (TBP) for HR & Recruiting is the single accountable delivery owner for the application portfolio supporting the people function — core HCM, the employee lifecycle, and the full recruiting funnel from requisition through offer and onboarding. As a managed service partner to the client, the TBP owns the full application lifecycle — design, development, integrations, and production support
and leads the team that delivers it.
The role is part delivery leadership, part trusted advisor on where the HR & Recruiting technology estate goes next. The portfolio is a hybrid 1P/3P estate combining vendor SaaS with custom-built internal applications, so fluency in both — and in the integration and master data layer between them —is essential.
Own delivery accountability for the HR & Recruiting application portfolio — design, build, integrations, testing, release, and L2/L3 production support.
Own service commitments (SLAs/SLOs, incident response, change management, release calendar) and act as escalation point for major incidents and critical defects.
Maintain architectural and integration integrity across a hybrid 1P/3P estate, including shared master data and cross-domain data flows. Operational & Strategic Leadership
Set delivery priorities, sequencing, and resourcing against business value; own intake, demand management, and capacity planning.
Translate business strategy into a domain technology plan; make and defend build/buy/configure and technical-debt trade-offs.
Balance run vs. change — protect production stability while continuously landing enhancements and modernization work.
People Management & Team Building manage and develop a multidisciplinary team of functional analysts, developers, and integration and support engineers, including through team leads.
Own hiring, onboarding and ramp, performance management, coaching, and career development.
Build resilience through cross-training, documentation, and backup coverage that eliminates single points of knowledge. Operational Rigor: Metrics & Standards
Define and drive domain metrics — delivery predictability, defect leakage, incident volume and MTTR, SLA attainment, backlog aging, and CSAT.
Enforce process standards across SDLC, change control, testing, release and environment management, documentation, and audit controls.
Run the governance cadence (operational reviews, QBRs) with data-backed reporting and clear corrective-action plans.
Drive continuous improvement — root-cause analysis, permanent fixes over workarounds, and automation to reduce toil. client Stakeholder Management
Serve as primary point of contact and trusted advisor to client leadership within the domain.
Own the managed-service relationship posture: scope, staffing plans, SOW/change orders, and value reporting.
Communicate transparently on status and risk; resolve escalations without eroding trust. Business Engagement & Domain Expertise
Engage stakeholders continuously to surface pain points, application requirements, and critical gaps, converting them into a prioritized demand pipeline.
Facilitate fit/gap workshops, challenge requirements that add cost without business value, and drive adoption and change management.
Act as domain SME: provide expert input into multi-year roadmaps, track vendor product direction and AI trends, and partner with architecture, data, and security.
Bachelor's degree in information systems, Computer Science, Engineering, Business, or equivalent practical experience.
12+ years in enterprise applications, including 6+ years owning a functional domain end to end (design, development, integrations, and production support).
5+ years managing technical and/or functional delivery teams (15–50 people), including hiring, performance management, and career development.
Proven ownership of a managed service or outsourced engagement — SLAs/KPIs, governance cadence, and scope/change control.
Hands-on experience with integration patterns and tooling (APIs, iPaaS such as MuleSoft, event-driven and batch interfaces) across a hybrid estate of vendor SaaS and custom-built applications.
Track record establishing and measurably improving operational metrics and process standards (SDLC, change control, incident/problem management, release Management).
Experience influencing senior business stakeholders and translating ambiguous pain points into prioritized requirements and roadmaps.
Deep experience across HR and talent applications — core HCM and organization/position management, employee data, payroll and benefits interfaces, absence/time, compensation, performance, and the recruiting lifecycle.
Hands-on experience with Workday HCM as system of record — tenant and release management (production vs. implementation), business processes, security groups, EIBs/Core Connectors, and payroll and downstream integrations.
Experience owning recruiting/TA systems — a commercial ATS (Greenhouse, SmartRecruiters, iCIMS, Workday Recruiting) or custom-built recruiting platforms — plus
Salesforce or comparable CRM for candidate relationship management.
Demonstrated handling of sensitive worker data under strict access and privacy controls, and support of high-visibility annual cycles (performance, compensation planning, open enrollment) and high-volume recruiting operations.
Consulting, systems-integrator, or managed-service-provider background with commercial awareness (SOWs, change orders, staffing models, utilization).
Experience leading blended onshore/offshore, follow-the-sun support across APAC time zones.
Large-scale transformation or platform migration experience (legacy ERP to cloud ERP, or phased multi-module SaaS rollouts).
Experience applying automation and AI/GenAI to reduce support toil and accelerate Delivery.
Global HR operations across multiple countries — localization, works councils, and regional privacy regimes (e.g., GDPR).
Prior technology partner to an HR Operations, People Products, Total Rewards, or Talent Acquisition organization; familiarity with people analytics and with AI in sourcing or screening (fairness, bias, candidate experience).
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