VP, HR – Technology & Operations

Synchrony • Stamford, CT

1d

About The Position

Role Summary/Purpose: The VP, HR – Tech & Ops Talent & Change Enablement will serve as the strategic partner to an SVP Operations Leader and their team, enable large scale change management, and lead the talent management strategy across Technology & Operations. This leadership role will ensure the organization has the leadership capability, skills, talent strategies, and change management disciplines required to execute operational and digital transformation while supporting a positive employee experience. The role requires a balance of strategic vision, organizational design expertise, and a deep understanding of employee experience and large-scale change management. It combines HR business partnership, enterprise change leadership, and workforce transformation to modernize operations, enable new engagement models, and prepare the workforce for evolving technologies.

Requirements

• 10+ years of progressive HR leadership experience, including HR business partner roles supporting senior executives.
• Experience supporting operations, technology, or large-scale transformation environments.
• Strong expertise in change management, organizational design, and workforce transformation.
• Experience leading change initiatives associated with operational modernization, digital transformation, or new workforce models.
• Understanding of AI concepts and their implications for workforce transformation.
• Strong strategic thinking, influence, and communication skills with the ability to connect at all levels across the organization and simplify complex concepts.
• Experience working in highly matrixed, global organizations.
• Demonstrated curiosity and systems thinking – ability to ask insightful questions, see connections across the organization, anticipate the broader implications of actions and decisions, and bring in the right subject matter experts to solve business challenges.
• Ability and flexibility to travel for business as required
• You must be 18 years or older
• You must have a high school diploma or equivalent
• You must be willing to take a drug test, submit to a background investigation and submit fingerprints as part of the onboarding process
• You must be able to satisfy the requirements of Section 19 of the Federal Deposit Insurance Act.
• New hires (Level 4-7) must have 9 months of continuous service with the company before they are eligible to post on other roles. Once this new hire time in position requirement is met, the associate will have a minimum 6 months’ time in position before they can post for future non-exempt roles. Employees, level 8 or greater, must have at least 18 months’ time in position before they can post.
• All internal employees must consistently meet performance expectations and have approval from your manager to post (or the approval of your manager and HR if you don’t meet the time in position or performance expectations).
• Legal authorization to work in the U.S. is required. We will not sponsor individuals for employment visas, now or in the future, for this job opening.

Nice To Haves

• Ability to actively pursue opportunities to learn, adapt, and improve.
• Ability to manage stakeholders at all levels of the organization.
• Passion to learn new concepts, tools and/or processes.
• Collaborator who can work with leaders & partners to discover and build what's possible.
• Storyteller who can bring big, strategy & product visions to people of all backgrounds, adapting your message to get buy-in.
• Turn big ideas into action and work across diverse teams to move initiatives forward

Responsibilities

• Serve as the primary HR advisor to the SVP and leadership team. Provide strategic counsel on organizational design, leadership effectiveness, workforce planning, and team performance.
• Align talent and workforce strategies with operational priorities, digital transformation initiatives, and evolving customer engagement models.
• Partner with leaders and HR colleagues to develop, manage and implement impactful talent management and engagement solutions that support Synchrony’s culture and a positive employee experience.
• Facilitate leadership alignment and decision-making during periods of transformation and growth.
• Lead enterprise change management strategies for large-scale initiatives by driving adoption and organizational readiness.
• Identify organizational risks, capability gaps, and adoption barriers and implement strategies to support successful transformation.
• Design strategies that enable employees to transition into emerging roles, build new capabilities, and navigate career pathways aligned with future operational models.
• Ensure the organization is proactively developing the skills, leadership capabilities, and career opportunities required for the future workforce.
• Partner with leaders to design and evolve operating models, team structures, and decision frameworks that support operational excellence and scalable growth.
• Act as a connector between business strategy, workforce capability, and enterprise HR initiatives. Ensure integration with enterprise governance processes and risk frameworks.
• Perform other duties and/or special projects as assigned.

Benefits

• The salary range for this position is 150,000.00 - 250,000.00 USD Annual and is eligible for an annual bonus based on individual and company performance.
• Actual compensation offered within the posted salary range will be based upon work experience, skill level or knowledge.
• Salaries are adjusted according to market in CA, NY Metro and Seattle.
• Reasonable Accommodation Notice: Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Education Level: High school or GED