Senior Manager, HR Business Partner, Digital Product Operations Teams

The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It’s why we have a world-renowned newsroom that sends journalists to report on the ground from nearly 160 countries. It’s why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it’s why our business strategy centers on making journalism so good that it’s worth paying for. 

Job Description

About the Role

The New York Times is looking for an experienced HR Business Partner to partner with employees and leaders across several of our Digital Product Operations departments. You will work directly with business-side senior leadership teams to assess organizational needs as the business continues to evolve and to help set the talent strategy to address them. You will help lead the design of programs to foster an inclusive culture in consideration of our core values and to support employee engagement, connection and career development. As an HRBP you will use your expertise across the full suite of human resources and organizational development specialties to provide strategic HR partnership and execution support. 

This is an exciting opportunity to help a growing business and their team members succeed. You'll partner with the central HR teams and you will report to the VP, HR Business Partner. You will be in a hybrid position where you will work out of our NYC headquarters 3 days per week.

Responsibilities:

• Be a trusted strategic advisor and coach to department leaders, managers, and individual contributors.

• Provide support to department leaders, managers, and employees, including management of annual performance/promotion and compensation processes, succession/talent programs, and oversight of process/HR administration.

• Partner with Centers of Excellence to develop and deliver impactful people initiatives.

• Partner with leadership to monitor how business plans and industry trends may affect talent needs, HR priorities, and the way your client groups are organized or operate.

• Support the diversity, equity, and inclusion strategy of The Times by partnering with business leaders on setting priorities and monitoring progress.

• Develop and interpret relevant people metrics to identify trends and provide insights that shape HR strategy and talent recommendations.

• Partner with Employee Relations, Talent Management, and Legal teams to investigate and resolve employee relations issues, ensure regulatory compliance, and identify development needs for employees.

• Implement tactical and administrative tasks, such as answering requests and inquiries from employees, and assisting with HRIS transactions.

• Demonstrate support and understanding of our value of journalistic independence and a strong commitment to our mission to seek the truth and help people understand the world.

Basic Qualifications:

• 7+ years of experience in an HR Business Partner or similar role working with and advising senior leaders.

• 5+ years of experience in organizational behavior, change management, talent management, policy implementation, employee relations, and performance management.

• 2+ years of experience working with an HRIS, like Workday.

Preferred Qualifications:

• 3+ years of experience in media or technology or working with client groups in the data, technology, or  consumer fields. 

• Experience working with unionized populations.

The annual base pay range for this role is between $140,000.00 and $160,000.00.

#LI-Hybrid

The New York Times is committed to a diverse and inclusive workforce, one that reflects the varied global community we serve. Our journalism and the products we build in the service of that journalism greatly benefit from a range of perspectives, which can only come from diversity of all types, across our ranks, at all levels of the organization. Achieving true diversity and inclusion is the right thing to do. It is also the smart thing for our business. So we strongly encourage women, veterans, people with disabilities, people of color and gender nonconforming candidates to apply.

The New York Times Company is an Equal Opportunity Employer and does not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws. Individuals seeking an accommodation for the application or interview process should email [email protected].  Emails sent for unrelated issues, such as following up on an application, will not receive a response.

The Company will further consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable "Fair Chance" laws.

The New York Times Company follows the pay transparency and non-discrimination provisions outlined by the United States Office of Federal Contract Compliance Programs. Click here for details.