Top HR Business Partner Jobs in NYC, NY

The HRBP Manager supports Beauty Tech Americas and LVMH Multi-brands by shaping people strategies, managing employee relations, and ensuring HR process excellence in a matrixed environment.

Serve as a strategic HR partner to business leaders by developing people strategies, advising on performance and succession, driving talent initiatives, providing HR analytics, managing complex employee relations, leading change projects, coaching managers, and executing day-to-day HR operations across geographies.

The HR Business Partner collaborates with management to improve employee focus and productivity, aligning HR strategies with company goals and overseeing HR functions.

The Principal HR Business Partner will collaborate with Go-To-Market leaders, designing people strategies, supporting organizational design, and enhancing team performance across various functions in the Americas.

Partner with clinical leaders to align people strategies with operational goals across a multi-state clinical workforce. Lead employee relations, performance management, workforce planning, compliance, and retention initiatives for field-based clinical and non-clinical teams, ensuring multi-state legal compliance and support for high-acuity patient populations.

Serve as the primary HR Business Partner for Marketing, advising senior leaders on organizational design, workforce and succession planning, employee relations, performance management, change management, and talent processes. Use HR data to inform strategy, partner with Centers of Excellence, ensure compliance, support organizational changes, and drive leadership development and engagement across the Marketing organization.

Serve as a strategic HR partner to business leaders, advising on org design, compensation, talent management, employee relations, and career development. Collaborate with Recruiting and People teams to execute people programs, drive hiring, and deliver high-quality HR initiatives that align with business priorities.

Serve as a strategic and hands-on HR partner supporting managers and employees through the employee lifecycle. Drive performance coaching, change management, employee relations, onboarding, talent development, compensation cycles, HRIS transactions, and compliance. Collaborate across global People Operations, legal, and business leaders to improve organizational effectiveness, workforce planning, and the employee experience while handling sensitive matters with discretion.

The HR Business Partner provides strategic HR guidance to enhance business performance, manages HR services, supports diversity initiatives, and leads change management efforts within financial services or asset management.

Provide autonomous HR generalist support across international markets: develop and localize policies and contracts, ensure statutory compliance, build SOPs and HR capability, manage employee relations and lifecycle processes, standardize HR reporting, own onboarding, and maintain organized HR records across jurisdictions.

Serve as an embedded strategic HR partner for market unit leaders, driving workforce planning, org design, compensation analysis, performance coaching, complex employee relations, HR technology adoption, and harmonization of job architecture across a remote, multi-jurisdictional workforce.

Serve as HR Business Partner for multi-site service center operations, leading employee relations, investigations, safety culture (Zero Harm), workforce planning, engagement, compliance, and HR program execution. Coach leaders, support talent lifecycle, manage high-risk ER cases, and partner with legal and HR centers of excellence to drive consistent people practices across distributed frontline teams.

The HR Business Partner will drive people performance, leadership development, and employee relations across corporate restaurants, partnering closely with operations leadership to enhance hiring, onboarding, engagement, and compliance practices.

Act as the primary HR Business Partner for Area Directors and General Managers, translating business priorities into people strategies. Lead talent lifecycle activities, coach leaders, manage complex employee relations and union matters, drive organizational effectiveness, enable change, and use workforce data to inform HR solutions and compliance.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.