Top HR Business Partner Jobs in NYC, NY

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.

Serve as a strategic HR partner to senior leaders, translating business objectives into people strategies. Lead talent management, succession planning, leadership development, organizational design, change management, and data-informed workforce initiatives. Collaborate globally with HR teams to implement scalable programs, improve organizational effectiveness, and support cross-cultural teams. The role requires strong business acumen, executive influence, communication, analytics, and experience in crypto, fintech, or regulated financial services.

Leads the people strategy for R&D and Regulatory functions at a biotechnology company. Partners with HR specialists on talent acquisition, rewards, employee relations, communications, talent development, and succession planning. Advises senior leaders on organization design, workforce planning, change management, performance, and complex employee issues. Supports enterprise-wide programs, culture initiatives, and employee experience while managing and mentoring HR talent.

Partners with senior leaders on talent strategy, organizational design, workforce planning, employee relations, compensation, performance management, and culture initiatives. Coaches managers, leads sensitive employee investigations and termination processes, supports talent calibration and organizational change, and delivers leadership training. Uses HR metrics, HR technology, and AI tools to inform workforce decisions and improve employee experience across a matrixed organization.

Serve as strategic HR advisor to senior operational leaders across a large, dispersed business segment. Lead organizational design, talent strategy, succession planning, leadership development, workforce analytics, and change management to drive business outcomes and support large-scale transformations, restructures, acquisitions, and culture initiatives.

Own the HR partnership for Zip’s NAMER go-to-market organization, advising Sales, Marketing, and Customer leaders on organization design, performance, leadership effectiveness, talent strategy, and employee relations. Lead people initiatives, coach managers, support hiring strategy and leveling, and partner with People teams to execute talent programs in a high-growth technology environment.

Serve as a strategic HR advisor across multiple software companies and countries. Lead employee relations investigations, performance management, workforce planning, organizational design, manager coaching, people analytics, compliance guidance, and HR program development. Support M&A integration by harmonizing people practices across acquired entities, reinforcing culture, and managing cross-entity HR initiatives. Partner with senior leaders, legal counsel, Total Rewards, and Payroll in a fast-paced, multi-entity environment.

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.

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.

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

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.

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.

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.

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.

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