As part of the tronc HR Talent Engagement team the HR Directoroversees local human resources for the New York Daily News.  A successful person in this job strategically partners with the leadership team to provide sound guidance through coaching on organizational design & development, performance achievement, total rewards, workforce planning, employee resolution, succession planning and policy design/interpretation. This person not only has proven HR leadership experience but must possess excellent digital acumen, a start-up mentality with demonstrated high agility and an ability to deal with and coach others through constant change. If your favorite seat on a roller coaster is in the front, this is the job for you!

Responsibilities

What You will do…

• Strategic Business Partner - Acts as liaison between leadership and HR to ensure that HR is aligned with the Company strategy and internal customer needs. Identifies new cutting-edge opportunities where HR can add value to the business and maintains knowledge of progressive HR practices and key trends to lead change across the company to help shape the company’s culture. Operates with a sense of urgency and can multi-task in a fast paced environment.
• Talent Acquisition – Partners with the Talent Acquisition team to help leaders to forecast, plan, and acquire key talent in support of the overall business strategies and operating plans. Partners on how to source and pipeline digital talent and have pulse on what attracts and retains such talent.
• Performance Achievement – Responsible for managing, adapting and monitoring the Company’s Performance Achievement program including goal setting, feedback, corrective action, and performance dialogue; ensures the alignment of employee performance to company objectives.
• Talent Assessment – Collaborates with the Talent and Organizational Development team to assess talent, make recommendations for staff development, changes in roles and responsibilities, and continuously upgrade existing and new talent. Key partner in career pathing, succession planning and talent mobility.
• Leadership/Supervisory Development – Analyzes decision-making capabilities related to the leadership team and provides recommendations to improve leadership, managerial and supervisory skills to proactively and effectively address workforce and employee issues.
• Employee Engagement – Proactively analyzes workforce trends and metrics to develop action plans to increase overall employee engagement and retention.
• Employee Relations – Responsible for proactively anticipating, identifying and resolving employee relations issues; conducts investigations as necessary; recommends approaches and solutions for all employee-related situations.  Partners with the leadership team and legal, as needed, to provide counsel during reorganizations, restructuring, and reshaping the workforce as needed.
• Total Rewards – Collaborates with the Total Rewards team to ensure competitive and appropriate pay, incentives and total rewards packages are effective for varying levels of jobs at the local market level. 
• Project Management – ability to develop clear, actionable steps to accomplish key objectives from start to finish with little to no guidance.
• Compliance – Maintains knowledge of industry trends, benchmarks and applicable employment legislation and laws to maintain local market compliance. 
• Strategic Planning and Tactical Execution – Understands both the Corporate function and local strategic/tactical plans and their interdependencies to achieving company objectives.  Reviews and benchmarks internal and external environment to improve the HR policies and initiatives.

Qualifications

This Could be a Match if You Have…

• 8-10 years related and progressive experience in Human Resources for a digital company.
• Strong experience in managing the HR function within a start-up environment.
• Bachelor’s degree in human resources management, psychology or related field.
• An understanding and experience of people management in the digital age. Experience in re-structuring and reshaping an organization to enable the digital transformation.
• Ability to implement, test and measure the soundness of decisions quickly and easily and change course adeptly if needed.
• Ability to use innovative strategic thinking for big picture thinking – analyze our current workforce and what it looks like in the future through understanding the company’s short- and long-term goals. Ability to build a strategic workforce staffing plan accordantly.
• An understanding of digital media trends, including cyber, data, cloud, social, mobile, etc…
• Strong critical thinking skills to effectively advise leaders and others regarding company policies and procedures as well as legal requirements.
• Strong problem solving, negotiation, collaboration, presentation and communication skills.
• Ability to be influential and establish positive working relationships across the organization.
• Experience leading a team and managing for a high performance culture that drives for and delivers results.
• Data analytic smarts and the ability to tell a story using it.
• Demonstrated ability to lead complex projects and manage process change initiatives.