Total Rewards Business Partner

Job Description Summary

The Total Rewards Business Partner for the Science & Technology and IT organizations develops and delivers integrated reward strategies for global technology and engineering teams, with particular focus on cloud, artificial intelligence and machine learning, data, platform engineering and advanced engineering talent. The role translates business strategy, workforce priorities and evolving skill needs into competitive, equitable and sustainable Total Rewards solutions that support growth, performance and colleague engagement.

This is a senior individual-contributor role that combines strategic advisory, program leadership, analytics and operational execution. Reporting to the Global Total Rewards Business Partner, the role works through influence across STO leadership, HR Business Partners, Zone Total Rewards Leaders, Talent Acquisition, Finance and Employee Relations. The successful candidate will be credible with senior leaders and equally comfortable moving from multi-year strategy and scenario modeling to individual talent decisions and implementation.

This is a senior individual-contributor role that combines strategic advisory, program leadership, analytics and operational execution. Reporting to the Global Total Rewards Business Partner, the role works through influence across STO leadership, HR Business Partners, Zone Total Rewards Leaders, Talent Acquisition, Finance and Employee Relations. The successful candidate will be credible with senior leaders and equally comfortable moving from multi-year strategy and scenario modeling to individual talent decisions and implementation.

Job Description

What you’ll do

Partner with business and HR leadership

• Serve as the strategic Total Rewards Business Partner for assigned scopes (mainly STO and IT), providing trusted advice on reward strategies that support business growth, workforce plans, talent priorities and organizational transformation.
• Partner with the Global Total Rewards Business Partner to support the Chief Technology Officer, the Chief Information Officer and STO and CIO HR leadership and other senior leaders on high-impact compensation and talent decisions.
• Develop integrated solutions that balance external competitiveness, internal and pay equity, colleague experience, affordability, policy intent and operational feasibility.

Shape technology compensation strategy and market positioning

• Develop multi-year compensation perspectives for cloud, AI/ML, data and advanced engineering talent, considering global labor-market trends, skill evolution, regional cost structures and capability readiness.
• Lead targeted market analyses across relevant competitors, including hyperscalers, software-as-a-service companies, specialized AI firms and medical-technology organizations; monitor skill premiums, equity practices, geographic hotspots and other market disruptions.
• Translate market and workforce data into executive-ready scenarios, risk assessments and recommendations on pay competitiveness, regional differences and capability maturity over a three-to-five-year horizon.
• Bring evidence-based thought leadership that helps shape GE HealthCare's broader approach to technology compensation while operating within enterprise governance and philosophy.

Evolve technical job architecture and future-skills frameworks

• Lead the STO and CIO workstreams to evolve global technical job families, including role scope, leveling, career paths, competency alignment and cross-functional consistency.
• Partner with Corporate HR, Digital Technology and the broader engineering community to build a durable job architecture that accommodates emerging capabilities such as cloud, platform engineering, AI/ML and data science.
• Establish practical governance, decision principles and manager guidance that maintain clarity as skills, operating models and organizational needs change.
• Use job architecture, job evaluation, market benchmarking and workforce analytics to inform organization design, career development, talent mobility and compensation decisions.

Strengthen talent acquisition, retention and skills-based rewards

• Partner with Talent Acquisition to create offer frameworks for hard-to-fill roles such as cloud platform architects, machine learning operations (MLOps) engineers and AI research engineers, and coach recruiters on the effective use of compensation levers.
• Develop clear guidance for base pay, incentives, sign-on awards, retention vehicles and other differentiated approaches for scarce skills, consistent with GE HealthCare policies and approval frameworks.
• Build evidence-based models that distinguish cloud builders from cloud users and AI/ML engineering roles from roles that implement AI-enabled technology; assess w