Top HR Business Partner Jobs in NYC, NY

Lead HR operations for Wealth Management by coordinating talent, workforce planning, performance, and strategic HR initiatives. Drive process optimization, AI and automation adoption, change management, and stakeholder engagement. Deliver high-impact employee experiences, manage restructuring and organizational changes, and partner with HR product teams to improve efficiency, controls, and employee experience. Support location logistics and space planning.

Serve as a strategic HR business partner for Cloud + AI, advising leaders, diagnosing organizational effectiveness, driving talent and leadership development, applying data-driven insights and AI-enabled tools, leading strategic projects end-to-end, and delivering scalable HR solutions in partnership with HR centers of excellence and business stakeholders.

Partner with leaders to scale organisation design, leadership capability, performance, talent strategy, team effectiveness, and employee experience across a distributed, fast-growing AI company. Coach managers, support retention and onboarding, and help evolve People processes and infrastructure.

Partner with managers and employees on performance, development, engagement, employee relations, and day-to-day people matters. Coach managers, support talent and performance processes, improve HR operations using AI and automation, analyze people data, and coordinate payroll, benefits, compensation, and other processes with the PEO and Finance. Help scale the organization and strengthen its culture during growth and change.

Provides strategic and hands-on HR partnership to the U.S. Sales organization. Advises leaders on workforce planning, organizational design, talent development, performance management, employee engagement, change leadership, and employment compliance. Leads complex employee relations matters, investigations, disciplinary processes, absence management, and exits. Uses workforce insights to improve retention and effectiveness, collaborates with HR functions, supports policy and program development, and participates in employee recognition initiatives.

Serve as a strategic HR advisor to leaders across multiple school locations. Manage employee relations, investigations, accommodations, terminations, HRIS administration, benefits, compliance, retention, engagement, training, and process improvements. Partner with site leadership, ensure consistent HR practices, support employment-law compliance, and promote inclusion, professional development, and organizational growth in a hands-on, multi-site environment.

Serve as a strategic HR advisor to leaders across multiple school locations, with a strong focus on employee relations, investigations, accommodations, and terminations. Manage HRIS, benefits, compliance, retention, engagement, training, and policy programs. Lead process improvements, ensure employment-law compliance, support leadership, and promote an inclusive workplace culture across a multi-site organization.

Serve as a hands-on HR Business Partner for corporate functions, aligning HR strategy with business needs. Lead talent management, performance reviews, compensation cycles, employee relations, HR operations, and data-driven workforce planning. Coordinate with COEs on recruiting/onboarding, run talent calibrations, draft HR communications, and support firm-wide HR programs and DEI initiatives.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Serves as the strategic HR partner for NAMER Sales, Marketing, and Customer teams. Advises leaders on organizational design, team structure, performance, leadership effectiveness, talent strategy, and employee relations. Leads GTM people initiatives, coaches managers, supports hiring strategy and leveling, and partners with People functions to execute talent programs. Requires strong GTM knowledge, sound judgment, and the ability to operate strategically and operationally in an ambiguous, high-growth technology environment.

Serve as a proactive HR Business Partner advising leaders on talent strategy, workforce planning, hiring, onboarding, employee relations, performance management, succession planning, retention, and change management to support business goals and culture integration.

Lead full-cycle HR for a growing financial services firm: partner with executives on people strategy, talent acquisition, performance management, employee relations, compensation and benefits, HR operations/HRIS, compliance with NY laws, and organizational development to build scalable HR processes and strengthen leadership capability.

Serve as a hands-on HR partner to multiple client groups, advising on org design, workforce planning, performance and compensation cycles, employee relations, and people-data insights. Drive succession planning, run performance reviews in Rippling, coach managers, analyze engagement/attrition, and partner on restructures and headcount decisions.

Build and operate core HR processes, including onboarding, offboarding, performance reviews, merit and promotion cycles, career pathing, employee recognition, learning and development, benefits support, and immigration assistance. Own the implementation and configuration of Rippling, using AI tools to improve efficiency while maintaining compliant documentation, data handling, and decision-making practices. Partner closely with employees and managers in a growth-stage company.

Partner with assigned functions to deliver HR strategies supporting talent management, performance, employee relations, organizational design, and change. Coach leaders on performance and people issues, collaborate with TA and People Ops, and execute core HRBP activities to improve team effectiveness and retention.

The Senior HR Business Partner will engage in employee lifecycle management, data analysis, talent strategy, and collaboration with technical and non-technical teams.

Partner with Commercial, Customer, and Corporate Operations leaders to scale HR programs, improve performance management, design organizations, support employee relations and compliance, drive talent development, use people data for insights, and collaborate with Talent Acquisition to support hiring and workforce planning.

Serves as the strategic HR partner to Customer Experience leaders across Customer Success, Professional Services, Support, and Renewals. Leads organizational design, workforce planning, talent management, leadership coaching, employee relations, change management, compensation, succession planning, and engagement initiatives. Uses workforce and business insights to improve organizational effectiveness, support transformation, and align people strategies with GTM priorities. Partners across the People Team and mentors HR colleagues.

Serve as a strategic HR partner to leaders in a high-growth SaaS company. Build performance, accountability, culture, leadership judgment, and internal communication systems from the ground up. Coach managers through ambiguous and sensitive employee situations, advise on organizational health, and strengthen consistency across the leadership layer. Partner with HR Operations and the HRBP Lead while using AI to improve HR and company-wide efficiency.

The HR Business Partner drives HR strategy, supports talent management, and ensures compliance in HR practices for field operations.

Serve as HR Business Partner for assigned programs, advising leaders on performance management, employee relations, workforce planning, HR policies, compliance, training, and HRIS/compensation/benefits processes. Analyze HR metrics, support restructures and succession planning, resolve complex employee issues, and deliver coaching and development to improve retention and productivity.

Serve as the primary HR partner for Sales and Marketing, advising leaders on org design, performance cycles, compensation, talent acquisition, engagement, employee relations, and compliance. Drive people programs, analyze workforce data, support workforce planning, manage investigations and performance improvement plans, and coordinate with global HR, Compensation, TA, and L&D to build high-performing teams.

Partner with senior leaders to build foundational people systems for scale: performance management, manager enablement, leveling, onboarding/offboarding, feedback loops, workforce planning, and data-driven retention and engagement strategies. Coach managers on sensitive employee relations and collaborate with Recruiting, Finance, and Operations to align compensation and organizational design.

The HR Business Partner will collaborate with employees and leaders to implement HR initiatives, improve engagement, manage talent processes, and provide guidance on HR matters.

The HR Business Partner will develop and implement HR initiatives to align with the company's strategy and values, providing leadership support, coaching, and partnership with executives to optimize HR processes and performance management.