Lead Director, HR Business Partner Technology

We’re building a world of health around every individual — shaping a more connected, convenient and compassionate health experience. At CVS Health®, you’ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger – helping to simplify health care one person, one family and one community at a time.

Summary   Works closely with senior management within Digital, Data, Analytics & Technology (DDAT) to develop and implement medium- to long-term HR strategies aligned to business priorities, digital transformation   objectives , and enterprise technology outcomes.   Serves as a strategic advisor to senior DDAT leaders on workforce planning, organizational effectiveness, leadership development, succession planning, change management, and critical technology talent strategies.   Partners across HR centers of excellence to deliver scalable people solutions that enable product, engineering, data, analytics, AI, and technology enablement capabilities.   A Brief Overview   This role   operates   as a leader and senior HR Business Partner supporting DDAT leaders and teams. The Lead Director brings enterprise HR   expertise , business acumen, and a strong understanding of technology talent dynamics to shape   people   strategies that advance both organizational performance and CVS Health technology priorities.

Strategic Business Partnership   •   Collaborates with senior executives and business leaders to align Human Resources strategies with overall business   objectives   and translate them into core agendas to support organizational goals.   •   Serves as a strategic HR Business Partner to senior DDAT leaders, translating digital, data, analytics, product, engineering, and technology priorities into integrated people and workforce strategies.   •   Builds strong relationships and actively engages with stakeholders to understand business needs, provide insights, and influence decision-making.   DDAT Workforce and Talent Strategy   •   Partners with DDAT leadership to   identify   current and future capability needs across critical technology domains, including software engineering, product management, data and analytics, AI/ML, cybersecurity, interoperability, cloud/platform, and technology enablement.   •   Leads strategic workforce planning efforts for assigned DDAT organizations, including capability gap assessment, succession risk, talent pipeline strength, location strategy, organizational design, and investment prioritization.   •   Ensures the organization has a robust talent pipeline and implements programs to enhance leadership capabilities and competencies.   •   Uses workforce data, talent insights, engagement results, and external market intelligence to inform recommendations related to talent strategy, retention, leadership development, and organizational health.   Organizational Effectiveness and Change   •   Advises leaders on organizational effectiveness, operating model evolution, team structure, leadership effectiveness, and change management to enable agility, innovation, and enterprise technology delivery.   •   Contributes to the development and execution of Human Resources strategies that drive employee engagement, talent management, organizational performance, and effectiveness.   •   Provides guidance and   expertise   on change management methodologies and helps leaders communicate and implement change initiatives to foster a culture of agility and resilience.   HR Team Leadership and Governance   •   Owns responsibility for assigning key HR personnel to projects and performance reporting needs on an ongoing basis.   •   Partners across HR centers of excellence to deliver solutions that support the attraction, development, engagement, and retention of