Top HR Jobs in NYC, NY

Provides first-line HR support, assists with onboarding and offboarding, completes Workday transactions, maintains HR knowledge content, supports HR self-service tools, uses AI responsibly, protects confidential information, and identifies recurring process improvements.

Partners with senior technology leaders to develop and execute workforce, talent, performance, compensation, leadership, and organizational strategies. Advises on organization design, transformation, change management, employee relations, and complex people matters. Uses workforce analytics to guide decisions on skills, capacity, attrition, mobility, and location strategy. Coaches executives, advances inclusive culture, supports HR transformation, and collaborates globally with HR, Finance, Legal, and business stakeholders.

Leads HR strategy and execution for the Data & Applications business unit, partnering with the CEO and executive team on organizational design, workforce planning, talent strategy, engagement, performance, and commercial growth. Manages and develops 2–3 HR Business Partners, uses people and commercial data to guide decisions, and collaborates with People functions including Talent Acquisition, Compensation, Legal, Talent Development, and People Operations.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Supports the HRIS team by configuring and troubleshooting SuccessFactors Employee Central, testing and deploying system enhancements, uploading data files, reviewing release updates, and improving HR processes. Partners with HR business partners, centers of excellence, technology teams, and external support providers to interpret business requirements, maintain data integrity, and deliver effective HR system solutions.

The Senior HR Business Partner supports Engineering, Retail Go-To-Market, and other client groups. Responsibilities include coaching managers, advising on performance and employee development, managing employee relations, analyzing people data, implementing HR programs, supporting organizational change, and partnering on policies and workplace initiatives. The role is hybrid in New York City and requires occasional travel.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Serves as a trusted HR advisor to corporate managers and employees across the Coach brand. Oversees employee lifecycle processes, employee relations, performance management, talent development, organizational change, HR programs, compliance, and HRIS data. Partners with HR, Total Rewards, Talent Acquisition, Finance, Legal, and Learning & Development teams while analyzing HR metrics and supporting engagement, organizational effectiveness, and workforce planning.

Partners with Sales and Marketing leadership to align HR programs with business goals. Manages workforce planning, organizational effectiveness, employee engagement, talent development, performance programs, hiring initiatives, and attrition analysis. Provides data-driven recommendations, supports change management, prepares reports and presentations, and serves as a first-level HR resource for managers and employees.

MBA interns will support HR strategy, organizational design, talent analytics, professional development, and organizational change initiatives. They will collaborate with HR leadership and stakeholders, analyze workforce data, develop career frameworks, and present strategic recommendations to senior leadership. Opportunities span People Operations, Benefits, Learning and Development, and People Analytics in New York.

Leads people strategy and HR delivery for assigned business areas, partnering with senior leaders on organizational design, workforce strategy, talent management, performance, succession, employee experience, culture, change, and employee relations. Manages and develops an HR business partner team, drives consistent HR programs, uses workforce analytics to guide decisions, ensures compliance, and improves processes and organizational effectiveness.

Partner with managers and leaders on performance, employee relations, talent development, team effectiveness, workforce planning, organizational changes, and employee engagement. Coach managers through sensitive people matters, conduct investigations, support talent and performance cycles, and collaborate on employee lifecycle operations, HRIS workflows, documentation, and process improvement within a lean People team.

Leads the Human Resources function as deputy to the CHRO, overseeing HR operations, workforce planning, employee relations, compliance, talent acquisition, development, compensation, benefits, engagement, inclusion, and organizational effectiveness. Advises executives, manages complex employee matters, drives organizational change, develops scalable people practices, and leads the HR team while balancing strategic priorities with operational execution.

Administer employee benefits and leave programs for a mixed workforce, including eligibility, enrollments, claims, leave tracking, compliance, and return-to-work coordination. Maintain confidential HRIS and payroll data, reconcile invoices, support open enrollment, coordinate performance reviews and surveys, prepare audits, and provide employee support across local sites.

Own the end-to-end People Operations experience, including HR systems, benefits, payroll compliance, leave, unemployment, immigration, perks, and employee lifecycle programs. Improve processes, audit data, document SOPs, and build AI-enabled automations and insights. Partner with Finance, Accounting, IT, and Legal while ensuring multi-state employment compliance and supporting compensation, engagement, feedback, and recognition initiatives.

Provides HR support across multiple locations, advising managers and employees on policies, employee relations, payroll, compensation, benefits, performance management, recruiting, and legal compliance. Partners with managers on hiring and retention, maintains employee records, improves HR policies and procedures, supports training and wellness programs, and handles coaching, counseling, and HR projects.

Supports core human resources functions, including electronic personnel file management, onboarding, I-9 verification, background and reference checks, benefits coordination, employee engagement tracking, recruitment coordination, interview scheduling, and employee account setup. Maintains accurate confidential records, monitors benefit eligibility, supports audits, tracks employee milestones, conducts surveys, and provides status updates to HR leadership.

Partners with Commercial leaders as a trusted HR advisor, supporting organizational design, workforce planning, performance management, employee relations, talent development, compensation, and change initiatives. Coaches managers, conducts investigations, develops training programs, analyzes employee data, and contributes to scalable company-wide People programs in a fast-paced technology or SaaS environment.

Leads global payroll operations for approximately 320 employees across the US, Quebec, and the UK. Oversees multi-jurisdictional payroll processing, tax compliance, reporting, time management systems, retirement plans, audits, vendor relationships, and payroll system configuration. Partners with HR, Accounting, tax teams, and external providers to resolve issues, improve processes, support employee lifecycle transactions, and maintain statutory compliance.

Ten-week Human Resources internship supporting talent acquisition, employer branding, talent management, DEI initiatives, employee engagement, and HR strategy and operations. Interns will contribute to projects, develop communication and leadership skills, and participate in learning, networking, and social activities. The role is hybrid and intended for students graduating between December 2027 and May 2030.

Supports the strategic people agenda for Agency and Field Experience organizations through HR program delivery, talent reviews, succession planning, workforce reporting, employee and manager support, policy guidance, and collaboration with HR Centers of Excellence. The role analyzes workforce trends, improves HR processes, coordinates special projects, and contributes to technology-enabled HR solutions, including AI tools.

Administers employee leave programs, including FMLA, ADA accommodations, disability, military, workers’ compensation, and state-specific leaves. Manages eligibility reviews, documentation, tracking, compliance, vendor coordination, premium payments, and return-to-work processes. Supports accommodations, light duty, employee relations, onboarding, personnel records, HR inquiries, and HR projects while maintaining accurate reports and advising employees, managers, and leadership.

Administers employee leave programs, including FMLA, ADA accommodations, disability, military, workers’ compensation, and state-specific leaves. Manages leave cases, documentation, compliance, intermittent leave tracking, benefits payments, and return-to-work processes. Coordinates accommodations, light duty, third-party administrators, payroll, and management. Supports employee relations, investigations, onboarding, personnel records, HR inquiries, and broader HR projects while maintaining compliance with employment regulations.

Supports and improves HRIS operations through workforce data analysis, reporting, visualization, reconciliations, data quality audits, transaction processing, onboarding support, and user training. Partners with HR and Finance to deliver accurate recurring and ad hoc reports, identify trends and discrepancies, improve processes, and support data-driven decisions while maintaining confidentiality and compliance.