Job Description Summary

GE HealthCare is seeking a strategic HRBP and Change Management Leader to lead the people side of transformation across technical organizations. This role is designed for a senior HR leader who can partner closely with business and technical executives to guide organizational change, support workforce transitions, and help teams adapt successfully to evolving structures, priorities, and ways of working.
This role sits at the intersection of business-facing HR leadership, transformation adoption, organizational transition, and leader enablement. The successful candidate will work across multiple initiatives affecting engineering, software, AI, digital, and other technical talent populations, helping leaders navigate complexity while maintaining clarity, execution discipline, and employee engagement.
Rather than owning enterprise talent development programs, this role is focused on helping technical organizations move through change in real time. It requires an experienced leader who can assess organizational impact, shape practical people strategies, equip leaders to communicate effectively, and ensure change is implemented thoughtfully and sustained over time.
This is a high-impact SPB1 opportunity for someone who combines strong HR judgment with organizational savvy, change leadership expertise, and the ability to translate ambiguity into action in fast-moving, highly technical environments.

Job Description

Business-Facing HR Leadership

• Serve as a trusted advisor to senior business and technical leaders on the people implications of organizational change, operating shifts, and evolving workforce needs.
• Partner directly with leaders to align organizational decisions with business priorities, talent implications, and execution realities across technical teams.
• Provide strategic counsel on team effectiveness, role clarity, organizational health, leadership dynamics, and change readiness in complex environments.
• Support leaders in making thoughtful decisions on structure, responsibilities, and workforce impacts as business needs evolve.
• Act as a pragmatic HR partner who helps translate ambiguity into clear actions, sound people decisions, and forward momentum.

Transformation Adoption

• Lead the people side of transformation for technical organizations, with a focus on helping teams successfully adopt new structures, expectations, processes, and ways of working.
• Build integrated change approaches that improve awareness, leadership alignment, employee readiness, and sustained adoption across affected populations.
• Translate complex transformation efforts into practical implementation strategies that support movement from current state to future state.
• Drive stakeholder engagement, change planning, adoption support, and reinforcement mechanisms that help embed change effectively over time.
• Coordinate across overlapping initiatives to reduce fragmentation, manage change load, and improve the consistency of implementation.

Organizational Transition

• Guide leaders through organizational transitions affecting technical talent, including restructures, team redesign, operating model shifts, capability changes, and role evolution.
• Assess the impact of change on teams, interfaces, decision-making, and employee experience, and help leaders respond with clarity and discipline.
• Identify transition risks early and recommend practical actions that support continuity, engagement, and execution during periods of change.
• Advise on organizational choices that improve accountability, alignment, speed, and collaboration as new structures take hold.
• Help leaders navigate sensitive transition points with a balanced approach that considers both business outcomes and employee impact.

Leader Readiness and Change Communications

• Equip leaders with the messaging, context, and tools needed to lead teams through change with clarity, consistency, and credibility.
• Support the development of communication approaches that are practical, transparent, and tailored to the needs of different audiences.
• Coach leaders on how to explain change effectively, address concerns directly, and reinforce key messages over time.
• Strengthen leader capability in managing uncertainty, sustaining momentum, and supporting adoption across technical teams.
• Partner across HR and other stakeholders to ensure leaders are prepared to communicate change in a way that builds trust and supports execution.

Execution Risk and Governance

• Anticipate and manage people-related risks associated with transformation, organizational change, and workforce transition across technical organizations.
• Establish clear governance an