Talent Business Partner, (Sr HRBP) - Technology

LIBERTY MUTUAL TECHNOLOGY

Liberty Mutual's Global Technology organization is in a defining transformation period as the enterprise accelerates digital modernization and AI adoption. From 2026 to 2030, Global Technology will undergo one of the most significant reinventions in the company's history with more than 60% of current technologies changing, over 100 GenAI capabilities already introduced, and the expansion of agentic AI fundamentally reshaping operations, productivity, and reengineering the future of work.

The Talent Business Partner, Enterprise Technology will operate at the center of these forces serving three technology leaders in the organization.

Position Summary:

The Talent Business Partner, Enterprise Technology is a senior talent strategist + operator and trusted advisor that will help define the future of work for three of Liberty Mutual’s technology teams – Corporate Function, Global Digital Services and Information Security. 

This role operates with significant autonomy and must balance the distinct workforce priorities of each domain partner while contributing to and drawing from the enterprise-wide technology talent agenda. The successful candidate brings credibility with technical leader through technology fluency, deep understanding of evolving workforce dynamics, and the capability to design talent strategies that match the velocity and ambition of the transformation underway.

Responsibilities:

Drive Enterprise Technology Workforce Strategy

• Translate Enterprise Technology priorities into workforce strategies that ensure the right capabilities are available at the right time.
• Lead strategic workforce planning across these domains, including skills gap analysis, role evolution mapping, and supply/demand modeling to anticipate capability needs ahead of business decisions.
• Align domain-level workforce plans to the broader Global Technology talent agenda. 

Build Leadership Capability

• Redefine leadership expectations in partnership with business leaders, ensuring performance standards reflect increased engineering rigor, AI-enabled productivity, and a culture of ownership.
• Embed GenAI fluency and agentic-capability awareness into leadership development programming, equipping domain leaders to manage and develop AI-augmented teams effectively.
• Integrate external benchmarks, industry best practices, and emerging frameworks into leadership programs to keep Liberty Mutual ahead of the curve in technology talent practice. 

Lead Executive Coaching and Succession Planning

• Serve as a trusted advisor and coach to the CIO Corporate Function, CIO Global Digital Services and Chief Information Security Officer and respective leadership teams, providing candid counsel on leadership effectiveness, team dynamics, and organizational health.
• Build robust, domain-specific succession pipelines for critical roles and critical talent.
• Incorporate non-traditional methodologies, including apprenticeship models and early-talent pathways, to build bench strength in technical disciplines where external supply is limited.
• Ensure succession plans are living documents that evolve with the transformation roadmap. 

Own HR Operations and People Processes for Domain Organizations

• In full collaboration with the broader PP&B team, serve as the owner and point of accountability for all HR operations across each of the three domain organizations.
• Lead execution of all people processes including workforce planning, compensation planning, promotions, organizational design, talent reviews, and hiring strategies across these domains.
• Accelerate and modernize talent processes to match transformation velocity. Eliminating delays, reducing friction, and designing solutions that anticipate business decisions rather than follow them.
• Use quantitative and qualitative signals – voice of the partners, engagement data, organizational health metrics, external perspective to design pragmatic people strategies that accelerate AI adoption, performance, and key talent retention. 

Drive Change Leadership and Organizational Health

• Co-lead the people side of transformation within each domain, designing change approaches calibrated to the pace and complexity.
• Champion culture as a performance lever, partnering with leaders to shape environments where accountability, continuous learning, and psychological safety co-exist.
• Act as an ambassador for the overall Global Technology talent agenda within each domain, translating enterprise-wide priorities into locally relevant actions.

• Bachelor's degree and 8 to 10 years progressive experience in Human Resources. Advanced degree and/or HR Certifications (PHR, SHRM) preferred.
• Highly effective strategic thinking and problem solving to address complex challenges across multiple stakeholder groups.
• Deep expertise in technology talent strategy, including engineering, data, digital, and AI-related roles, and the evolving skill demands of modern technology organizations.
• Superior ability to build trust and collaborative relationships across multiple stakeholder groups. Executive-level talent consulting and influencing capability.
• Advanced capability in strategic workforce planning, succession planning, organization design, and leadership development within complex, fast-changing environments.
• Strong business acumen with the ability to connect technology strategy, external market trends, and talent implications into clear executive recommendations.
• Highly effective business acumen and ability to link business outcomes and external market trends to talent strategies.
• Very effective at making connections between broader SBU/enterprise goals and talent strategies and to develop strategies/plans to solve talent trends or issues (leveraging the right resources).
• Expert strategic thinking and problem-solving skills to address complex challenges across multiple stakeholder groups.
• Highly capable at building trust and relationships across multiple stakeholder groups.

Pay Philosophy: The typical starting salary range for this role is determined by a number of factors including skills, experience, education, certifications and location. The full salary range for this role reflects the competitive labor market value for all employees in these positions across the national market and provides an opportunity to progress as employees grow and develop within the role. Some roles at Liberty Mutual have a corresponding compensation plan which may include commission and/or bonus earnings at rates that vary based on multiple factors set forth in the compensation plan for the role. 

At Liberty Mutual, our goal is to create a workplace where everyone feels valued, supported, and can thrive. We build an environment that welcomes a wide range of perspectives and experiences, with inclusion embedded in every aspect of our culture and reflected in everyday interactions. This comes to life through comprehensive benefits, workplace flexibility, professional development opportunities, and a host of opportunities provided through our Employee Resource Groups. Each employee plays a role in creating our inclusive culture, which supports every individual to do their best work. Together, we cultivate a community where everyone can make a meaningful impact for our business, our customers, and the communities we serve.

We value your hard work, integrity and commitment to make things better, and we put people first by offering you benefits that support your life and well-being. To learn more about our benefit offerings please visit: https://www.libertymutualgroup.com/about-lm/careers/benefits 
  
Liberty Mutual is an equal opportunity employer. We will not tolerate discrimination on the basis of race, color, national origin, sex, sexual orientation, gender identity, religion, age, disability, veteran's status, pregnancy, genetic information or on any basis prohibited by federal, state or local law.  
  
Fair Chance Notices  

• California 

• Los Angeles Incorporated 

• Los Angeles Unincorporated 

• Philadelphia 

• San Francisco