Technology Talent Business Partner, Manager

Job Description

This is a Boston-based hybrid full time role. You are required to be onsite Tuesday through Thursday in our Boston, MA headquarters. Monday and Friday are WFH.

We are open to candidates in Seattle, WA, as well.

Wayfair's Tech Talent team is the strategic operating arm of the People function for Technology. We activate business strategy through people by designing, implementing, and scaling programs that attract, grow, and retain high-performing technical talent across Engineering, Applied Research / Science, Product, Analytics, and adjacent technology teams.

Who You Are

• L3 Execution Strategist: You can convert a scoped people or organizational challenge into a clear execution strategy with milestones, tradeoffs, success measures, and a communication plan.
• High-Judgment Talent Advisor: You advise leaders through sensitive, nuanced, and confidential scenarios with sound judgment, balanced risk assessment, and practical recommendations.
• AI-Enabled Operator: You actively use approved GenAI tools to evaluate options, synthesize information, draft and iterate deliverables, pressure-test plans, and accelerate cycle time while maintaining human accountability.
• Data-Driven Influencer: You build hypotheses, analyze talent and business signals, identify meaningful employee trends, and turn insight into actions leaders can own.
• Systems Thinker: You anticipate second- and third-order effects across teams, geographies, manager capability, employee experience, and policy or legal considerations.
• Trusted Coach: You coach leaders and managers with empathy, candor, and resilience, helping them raise the bar on feedback, accountability, performance, and team effectiveness.
• Cross-Functional Collaborator: You align effectively with Talent Relations, Total Rewards, Talent Acquisition, Purpose & Inclusion, Legal, Finance, and Talent Analytics to deliver integrated solutions.
• Mentor and Culture Carrier: You model high standards for the broader TBP team, share learnings, and help junior partners build capability, including responsible AI adoption.

What You'll Do

• Own people execution strategies for Technology teams: Translate business priorities, org health needs, and talent signals into quarterly plans that define workstreams, sequencing, stakeholders, risks, success measures, and leader enablement.
• Turn employee and talent trends into action: Use engagement, performance, attrition, talent movement, employee relations, workforce, and manager effectiveness data to identify patterns and recommend practical interventions.
• Advise leaders on org and talent decisions: Guide leaders through org design, workforce planning, succession, role clarity, manager capability, team effectiveness, and change management within a defined Technology remit.
• Raise manager effectiveness: Equip managers with actionable, data-informed guidance to coach, develop, differentiate, and hold teams accountable in a high-growth, matrixed environment.
• Navigate complex employee matters: Lead or support nuanced employee relations, investigations, performance, accommodations, and organizational change matters in partnership with Legal, and business leaders.
• Execute core Talent rhythms with excellence: Drive performance, compensation, talent review, engagement, succession, workforce planning, and other cyclical processes for supported Technology teams, while improving adoption and outcomes.
• Use AI to scale TBP impact: Apply approved GenAI to compare solution options, synthesize listening themes, draft leader-ready materials, scenario-plan communications, accelerate manager enablement, and identify repeatable workflows that improve speed and quality.
• Practice responsible AI and data stewardship: Protect confidential employee and business information, use only approved tools and data sources, validate AI outputs, check for bias or unsupported assumptions, and keep human judgment at the center of talent decisions.
• Create repeatable playbooks and share learnings: Codify effective approaches, AI prompts or workflows, leader enablement materials, and lessons learned so the broader Tech Talent team can deliver faster and more consistently.

Minimum Qualifications

• 5+ years of progressive HRBP, People Strategy, Talent Business Partner, Talent Relations, or related People experience.
• Demonstrated success advising and influencing Director-level leaders and managers in a matrixed, fast-paced environment.
• Experience building and executing people plans for a defined business area with limited oversight, including clear milestones, stakeholder alignment, and measurable outcomes.
• Strong analytical acumen, including the ability to interpret people data, build hypotheses, identify trends, and translate insights into leader-ready recommendations.
• Working knowledge of core HR disciplines, including employee relations, performance management, compensation/Total Rewards, talent acquisition, workforce planning, and inclusion practices.
• Working knowledge of U.S. and Canadian employment law considerations, with judgment to partner with Talent Relations, Legal, and other experts when needed.
• Demonstrated ability or strong readiness to use GenAI responsibly to improve work quality, speed, synthesis, and decision support.
• Bachelor's degree in HR, Business, Psychology, or a related field, or equivalent practical experience.

Preferred Qualifications

• 2+ years supporting Technology leaders, such as Engineering, Applied Research / Science, Product, Analytics, UX Design or other technical teams, in an HRBP or People Partner capacity.
• Experience supporting global, multi-site, or geographically distributed organizations.
• Comfort with Workday, Visier, or similar HRIS, analytics, AI (e.g. Gemini, ChatGPT, Claude, etc.) and other data visualization tools.
• Experience designing or scaling AI-enabled People workflows, manager enablement materials, analytics summaries, or Talent operations processes.
• Formal training or certification in coaching, organization design, change management, HR, or employment practices, such as PHR, SHRM-CP/SCP, CHRL, or equivalent.