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Technology Business Partner — HR & Recruiting

Mpower Plus Rezolve AI Group LTDMenlo Park, CA🇺🇸United StatesPosted Sep 18, 2026

Quick Overview

Seniority
Leader
Work mode
Hybrid
Location
Menlo Park, CA, United States
Posted
22 hours ago
GreenhouseOnboardingPayrollPerformance ManagementRecruitingSourcingStakeholder ManagementTalent AcquisitionWorkdayiCIMS

Job Description

Position: Technology Business Partner — HR & Recruiting 

Location: Menlo Park & FREMONT, CA (Hybrid)

Project Type: Permanent Hiring

About the Role
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.
 
Key Responsibilities
End-to-End Delivery Ownership
  • 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.
Minimum Qualifications
  • 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.
Preferred Qualifications
  • 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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