Top HR Business Partner Jobs in NYC, NY

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.

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.

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 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.

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.

Partner with executives and leaders on workforce planning, organizational design, performance management, talent strategy, compensation, employee relations, change management, learning and development, HR analytics, and employment-law compliance. Coach managers, guide complex employee situations, support promotions and succession planning, and use people data to improve organizational effectiveness and employee experience.

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.

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.

The HR Business Partner aligns HR practices with organizational objectives across designated business units. Responsibilities include employee relations, investigations, disciplinary processes, performance management, policy interpretation, compliance, HRIS tracking and reporting, orientations, training, and workforce support. The role partners with managers and employees, visits program sites, improves HR processes, and maintains confidentiality while handling sensitive employee information.

Leads HR Business Partners and advises senior business executives on people strategy, organizational design, performance management, talent planning, leadership development, and employee experience. Uses workforce analytics to guide decisions, coaches leaders, strengthens manager capability, drives cultural consistency, and oversees complex cross-functional people initiatives in a high-growth environment.

Partner with managers and leaders to execute HR strategies, advise on performance management and employee relations, support organizational change, use HR metrics to guide decisions, improve employee experiences, and collaborate with Talent Acquisition and the People team on hiring and HR initiatives.

Serves as a strategic HR advisor to senior leaders and managers across U.S., Canadian, and international client groups. Leads workforce planning, talent management, organizational effectiveness, change initiatives, employee relations, compliance, and HR process improvements. Uses ADP Lyric, Workday, people analytics, and HR metrics to support decisions and improve operational efficiency. Coaches leaders, manages complex employee issues, supports reorganizations and integrations, and partners with HR Centers of Excellence on scalable people solutions.

Leads HR strategy and execution for business leaders, including talent management, organizational design, workforce planning, employee relations, performance management, and compliance. Designs people programs that improve culture, engagement, retention, and organizational effectiveness. Advises leaders, develops leadership capabilities, strengthens talent pipelines, and builds high-performing teams while solving complex workforce issues and translating workforce data into actionable insights.

Strategic HR Business Partner supporting the Sales organization and senior commercial leaders. Responsibilities include organizational design, workforce planning, talent management, people analytics, change management, manager coaching, compensation planning, employee relations, and diversity initiatives. The role partners with Talent Acquisition, Legal, Compensation, and Sales Enablement to build high-performing, scalable revenue teams.

Leads employee relations, manager advisory, talent development, onboarding, employee experience, benefits administration, immigration, and global mobility across North America. Advises leaders, coaches managers, develops People programs, supports performance and talent reviews, uses People data for decision-making, and partners on compensation, job architecture, recruiting, and organizational improvement. The role also builds scalable HR processes and supports global People initiatives.

Serves as a trusted HR advisor to business and people leaders, supporting workforce planning, organizational effectiveness, talent decisions, employee engagement, performance management, employee relations, and HR program execution. Uses HRIS platforms, AI-enabled tools, and workforce data to improve processes and provide insights. Partners with Legal and other HR functions on compliance, investigations, sensitive matters, and employee lifecycle activities.

The HR Business Partner provides strategic HR support across firm offices, managing recruitment, onboarding, employee relations, engagement, performance management, development, compensation, benefits, compliance, payroll, and HR policies. The role partners with leadership, supports employees, ensures employment-law compliance, and coordinates with finance on payroll. Regular travel between Rockville Centre and New York City offices is required, with additional travel as needed.

Partners with regional and practice leaders across veterinary clinics on employee relations, investigations, performance management, terminations, leaves of absence, manager coaching, onboarding, engagement, compliance, and people programs. Monitors turnover and employee relations trends, provides recommendations, supports new managers, and regularly visits clinics throughout the Northeast.

Serves as the primary HR partner for the New York office and U.S. employees. Provides manager coaching, employee relations support, policy and compliance guidance, performance and compensation assistance, HR reporting, and employee lifecycle support. Maintains confidential records, advises on HR processes, supports engagement and inclusion initiatives, and contributes to cross-functional people projects and strategic HR initiatives.

Supports HR services for U.S., international assignment, and Employer of Record employees across multiple countries. Responsibilities include onboarding, payroll and benefits enrollment, work authorization, policy guidance, performance reviews, international assignment payments, offboarding, employee records, labor-law compliance, and coordination with vendors and EOR partners. The role also supports medical clearances, assignment travel, household goods shipments, and employee customer service in a multicultural humanitarian environment.

The Director of HR Business Partnering serves as the strategic HR advisor to senior leadership for a geographically dispersed field and school organization. Responsibilities include workforce planning, succession, talent management, leadership development, employee engagement, organizational effectiveness, change leadership, employee relations, compliance, and coaching executives. The role leads HR support resources, uses workforce analytics to guide decisions, manages complex employee relations matters, and aligns people strategies with business objectives. Approximately 20% travel is expected.

Provides strategic and day-to-day HR partnership for designated business units, including employee relations investigations, coaching, policy interpretation, workforce planning, and succession planning. Supports unionized workforces through grievance resolution, collective bargaining agreement administration, labor-management relations, and workplace investigations. Partners with legal counsel and leaders on labor matters, organizational changes, and compliance. The role is fully remote within the United States.

Provides strategic HR partnership to employees, managers, and leaders across assigned business units. Oversees employee lifecycle processes, employee relations, performance management, engagement, compensation, onboarding, offboarding, and talent initiatives. Coaches leaders, supports organizational development, advises on complex people matters, promotes employee experience and career progression, and ensures HR programs align with business goals and employment regulations.

Serves as a strategic and operational HR partner to leaders and employees. Advises managers on performance, employee relations, policy, conflict, workforce planning, recruitment, compensation, development, and labor relations. Uses HR data to identify trends and recommend interventions, conducts investigations, supports compliance, maintains confidential records, and coordinates approved employment actions. The role requires strong judgment, discretion, relationship management, and knowledge of employment and labor laws.