Find a REALLY GOOD Tech person and incentivize him/her with a meaningful slice of the equity, phased in over time in accordance with important milestones. This is a competitive world where if you don't have top quality technology (ideally in due course patented) others will copy your idea with a better technology mousetrap. Also, at the start (not later on) have your lawyers draw up a contract which makes it clear to the tech person/partner that the technology developed BELONGS TO THE COMPANY, not to the tech person, to avoid the possibility, which can happen, that down the road the partnership doesn't work out and the tech person takes the technology with him/her to set up a competing entity and leaves you with a great idea but no technology. Also good to ensure that you have a good working knowledge of what the technology is about so that if you later have to pick up with other technology partners you are not confronted with a "Black Box" where the only person who knows how the technology works is your now departed, former tech person.
As an HR professional for a very large company, you should already know the importance of attracting a great team. This is certainly true in your case where your own lack of technical skills renders you limited in your ability to launch.
Asking a question to which the answer is all tooooooo obvious seems to me that you need a lot more than just a person/partner with technical skills to help you launch. You actually need a good analyst/strategist to help you assess whether your ideas are good, have good logic or is even doable for implementation.
The reason why I am suggesting this is because your question betrays a lack of logic or a laziness to self-help the small stuff. For founders, these 2 traits are god-awful deadly sins which eventually makes it IMPOSSIBLE to attract great people with good skills. As a founder, your job is to lead and no one will want to follow if they think the leader is lazy or diminished in some capacity (whether in technical or logical skills).