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 when skill premiums, role-based supplements, retention incentives or progression accelerators are appropriate.

•     Advise HR and business leaders on new-hire offers, promotions, retention, internal mobility and other critical talent decisions with consistent judgment and appropriate governance.

 

Integrate regional rewards and workforce economics

•     Collaborate with Zone Total Rewards Leaders to design and implement compensation and benefits changes, balancing global business priorities with local market, regulatory, employee-relations and operational requirements.

•     Partner with HR, Finance and business leaders on workforce-cost planning, headcount budgets, regional capability build-out, market benchmarking and union- or works-council-related reward matters where applicable.

•     Inform multi-year workforce plans with insights on skill transitions, geographic talent strategies, cloud and AI capability development, and the labor-cost implications of alternative operating models.

 

Lead delivery, governance and change

•     Lead selected global Total Rewards initiatives and workstreams, aligning business, functional and regional stakeholders around clear outcomes, decisions, timelines and accountabilities.

•     Develop executive-ready presentations and communication and change-management approaches that make complex reward, job-architecture and workforce decisions clear to leaders, managers and colleagues.

•     Monitor the effectiveness of Total Rewards solutions using financial, workforce, market, operational and colleague-experience measures; recommend adjustments when outcomes or assumptions change.

•     Use data, visualization and AI-enabled tools responsibly to strengthen analytics, scenario modeling, workflow efficiency, decision support and colleague communications.

 

Qualifications and requirements

•     Bachelor’s degree in human resources, business administration, finance or a related discipline, or equivalent relevant professional experience.

•     At least 10 years of progressive experience in Total Rewards, compensation, benefits or a related discipline, including strategic partnership in a complex global, matrixed organization and meaningful experience across multiple countries or regions.

•     Strong compensation expertise, including market benchmarking, incentive programs, job evaluation, job architecture, pay equity and pay transparency.

•     Strong analytical and financial capability, with experience interpreting complex data, modeling scenarios, evaluating alternatives and translating insights into practical recommendations.

•     Ability to influence senior stakeholders and build effective relationships across business, HR, Finance and regional and functional teams without direct authority.

•     Experience leading complex programs or workstreams involving multiple countries, functions or stakeholder groups.

•     Excellent written, verbal, presentation and interpersonal communication skills, including the ability to explain complex Total Rewards topics clearly to different audiences.

•     Ability to manage multiple priorities in a dynamic environment while applying sound judgment, attention to detail and a forward-looking perspective.

•     Proficiency with human resources information systems, data-analysis tools and standard business applications.

 

Desired characteristics

•     Experience in high-technology, life sciences, healthcare, medical technology or pharmaceutical industries.

•     Direct experience with compensation strategies for software, cloud, data, AI/ML or advanced engineering talent.

•     Experience with Workday or a comparable human resources information system, and Power BI or a comparable data-visualization and business-intelligence tool.

•     Experience responsibly applying AI-enabled tools to analytics, scenario modeling, workflow automation, decision support or colleague communications.

•     Professional certification or advanced qualification in compensation, benefits, human resources, finance or Total Rewards.

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Pay Range

For Poland based positions, Annual Salary Range:380 000,00PLN-522 500,00PLN

Placement within this range depends on:

• Relevant skills and qualifications

• Prior job-related experience

• Internal equity considerations (alignment with colleagues in similar roles) e.t.c.

We review pay ranges regularly to ensure they remain competitive with the external market and align with our internal equity considerations.

Benefits & Rewards

In addition to base salary, our employees have access to a comprehensive package of benefits and allowances, which may include:

• Health & wellness coverage

• Retirement and or savings plans

• Allowances or benefits to support role requirements (e.g., mobility, transport, or role-specific needs such as a company car or allowance where applicable)

• Work-life balance support (e.g., flexible working, leave programs)

• Recognition and incentive programs aligned with performance and company success

The exact benefits package depends on the role, location, and employment terms as specified in the Colleague Value Proposition document that will be shared prior to the interview or at the offer discussion stage.

• Performance Bonus: Details to be shared during offer discussions

Additional Information

Relocation Assistance Provided: No