Senior Manager, Human Resources – Information Technology

Your Role

The Senior Manager, Human Resources – Information Technology leads the HR strategy for global technology client groups, serving as a strategic partner and consultant to business leaders. This role designs and executes people strategies that strengthen collaboration, enhance organizational effectiveness, and attract, develop, and retain top talent. The position advises leaders and associates on interview and hiring practices, onboarding, development, performance management, and compensation and benefits. It mitigates organizational risk by ensuring consistent, confidential, and thorough handling of associate relations matters and elevated concerns. In addition, this role partners closely with HR colleagues in the U.S., Hong Kong, and India, and leads key HR practices across the full talent lifecycle.

Why You Belong Here

At Victoria’s Secret & Co, we acknowledge your value. We recognize that every associate has something unique to add to our brand and business. We strive to recruit, retain, and advance diverse talent that reflects the customers we serve and the communities where we live and work. We foster a culture where everyone belongs because we know our business thrives most when we look for, listen to, and amplify diversity, equity, and inclusion.

We place the customer at the heart of everything we do. We dream big, embrace curiosity and creativity while always learning from our mistakes. We lead with integrity, trust, and respect to achieve the best outcomes as one team.

Your Impact

Business HR Partnership

·       Act as a trusted advisor to leaders and associates.

·       Provide comprehensive HR guidance in key areas including talent management, benefits, and learning and development.

·       Coach and empower leaders to drive the growth and development of their teams.

Recruiting & Onboarding

• Partner with leaders to define hiring needs and role expectations.

• Support Talent Acquisition to fill roles efficiently and with high-quality candidates.

• Ensure smooth onboarding and early associate integration.

Performance Management/Succession Planning

• Identify critical roles and key talent.

• Lead annual and midyear performance processes.

• Coach managers on goal-setting and feedback.

• Facilitate calibration and talent reviews, ensure fair and consistent ratings.

• Support development plans to build readiness for future roles.

Org Design

• Advise leaders on structure, roles, and team alignment.

• Support reorganizations and changes to improve efficiency.

• Ensure structures match business goals.

Total Rewards

• Partner with Compensation on offers, adjustments, and annual cycles.

• Ensure internal equity and market competitiveness.

• Coach leaders on pay decisions tied to performance.

Reporting & Analysis

• Provide core people metrics (headcount, turnover, hiring, performance).

• Use data to identify trends and guide business decisions.

• Ensure accuracy and confidentiality of HR data.

• Partner with Finance and leaders on workforce planning.

•  Monitor open roles, backfills, and budget alignment.

Global Collaboration

• Work with global HR teams to align policies and programs.

• Share best practices and ensure local adherence to global standards.

• Support international moves and cross-border talent processes.

Change Management

• Support leaders through organizational changes.

• Help build communication and training plans.

• Monitor adoption and provide feedback for successful transitions.

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