Gen Digital Inc.

Gen Digital Inc.

HR Business Partner

USA - New York, NY · Senior

Sponsorship not specifiedDetected 49 days ago
A/B TestingM&ARecruitingEmployee RelationsLeadershipMentoring

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odds of building a lasting career here

42Risky
Cap-exempt (no lottery)0
Sponsors this role100
Entry-level history0
PERM / green-card track0
Lottery odds40
Fits your clock70

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Employer immigration record

from this employer's Department of Labor filings

Green-card follow-through: 100%

Of 7 labor certifications old enough to have been used, 0 expired without the employer filing the next step. Median time from filing to decision: 486 days.100% of their filings were for a worker who already held the job.Only certifications past the 180-day window are counted — recent ones cannot have expired yet.

Files H-1B transfers

6 transfer filings in the last year, covering 6 workers. Median labor-condition decision: 8 days. An employer that already files transfers is one that can take over an existing H-1B.

Sourced from Department of Labor LCA, PERM and prevailing-wage disclosure data. Employer matching is by name, so figures may be split across an employer's legal entities. Absence of a filing means none appears in our copy of the data, not that none exists.

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About the role

  • The HR Business Partner at
  • Gen is a trusted strategic partner to senior leaders who translates business and AI strategy into practical people strategies. This role owns the end-to-end talent agenda across workforce planning, acquisition, performance, engagement, culture, and retention, ensuring people priorities deliver measurable business outcomes. Working through cross-functional HR squads, the HRBP leads planning and execution that build organizational capability, improve decision-making, and create competitive advantage through people.
  • Key focus areas include ownership of the end-to-end talent journey, trusted partnership with business leaders, integrated talent acquisition and retention strategy, engagement and performance outcomes, and a highly productive culture rooted in innovation, accountability, inclusion, and responsible technology adoption.

Responsibilities

  • Lead org design efforts, model future-state scenarios, and support restructuring and M&A integration with clear change plans and leadership alignment.
  • Lead talent reviews and performance calibration, identify high-potential talent, and partner with leaders to create targeted development actions that strengthen bench depth and retention.
  • Talent acquisition and retention: Partner with Talent Acquisition to define hiring strategies for critical roles, improve quality of hire, and remove barriers that slow recruitment.
  • Use retention insights to address risk areas early and ensure hiring decisions support long-term capability and business priorities.
  • Engagement, Culture & Employee Experience: Translate engagement insights into action plans. Embed DEI into talent decisions. Partner with leaders on change management and culture building.
  • Performance & Reward Excellence: Sponsor performance cycles (goal-setting, feedback, calibration). Ensure reward strategies support retention and performance. Coach leaders on accountability.
  • Leadership Coaching & Change: Coach leaders on org effectiveness and team dynamics. Guide teams through transformation. Lead people change strategy for new tools and operating models.
  • Translate insights into executive-ready recommendations, build ROI models for people initiatives, and track outcomes to improve investment decisions over time.
  • Operational Oversight: Ensure execution of core HR cycles. Guide complex employee relations and risk cases. Maintain compliance and coordinate across HR functions.
  • Org design and change plans.

Skills

  • Ability to translate technology and AI strategy into people implications.
  • Experience with people analytics and HR technology.
  • Strong coaching, consulting, and influencing skills.
  • Comfort operating in agile, squad-based, matrix structures.
  • Practical understanding of DEI principles and inclusive decision-making.
  • Thinks strategically about people, technology, and business outcomes.
  • Earns trust through insight, sound judgment, and accountability.
  • Uses data and influence to drive business impact.
  • Leads change with clarity and empathy.
  • Actively shapes culture and champions inclusion.
  • Thrives in cross-functional environments and stays current on talent trends, HR technology, and organizational effectiveness.
  • Recruiter Video Call

Benefits

  • Together, we share a collective passion and vision to protect consumers and help them grow, manage and secure their digital and financial lives.
  • When you're part of Gen, you'll have the flexibility, tools and support to do your best work and grow your career - from flexible working options and time off to competitive pay, benefits and well-being programs.
  • We create room for healthy debate, experimentation and continuous learning, and we seek out people with different experiences, identities and ideas to join our team.

Company info

  • Translate engagement insights into action plans.
  • Embed DEI into talent decisions.
  • Partner with leaders on change management and culture building.
  • Performance & Reward Excellence:
  • Sponsor performance cycles (goal-setting, feedback, calibration).
  • Ensure reward strategies support retention and performance.
  • Coach leaders on accountability.
  • Leadership Coaching & Change:
  • Coach leaders on org effectiveness and team dynamics.
  • Guide teams through transformation.
  • Lead people change strategy for new tools and operating models.
  • HR analytics and insights:
  • Use people analytics, external benchmarks, and business data to identify trends, risks, and opportunities.

Visa & Work Authorization

  • Performance & Reward Excellence: Sponsor performance cycles (goal-setting, feedback, calibration)
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This listing is sourced directly from Gen Digital Inc.'s careers page and normalized into a canonical job model.