Top HR Business Partner Jobs in NYC, NY

Partner with senior leaders across Manufacturing, Supply Chain, Quality and Regulatory to drive workforce planning, org design, change initiatives, talent reviews, succession planning, and people risk mitigation. Serve as a strategic advisor, collaborate with HR COEs on compensation, employee relations, performance management, and talent acquisition, and deliver data-driven organizational effectiveness and development solutions.

Partner with Engineering, Product, Design, Security Research, and Data leaders to scale high-performing technical teams. Advise on org design, workforce planning, talent management, performance, succession, and employee relations. Coach managers, drive talent reviews and promotions, use people data to mitigate risks, and build scalable HR programs for a fast-growing, distributed cybersecurity company.

Partner with GTM leaders (Sales, CS, Marketing) to drive org design, talent management, performance management, coaching, succession planning, compensation alignment, onboarding/ramp, and employee relations. Use data to identify retention and productivity risks and build scalable HR programs to enable high-performing, quota-driven GTM teams in a fast-growing remote cybersecurity company.

Serve as a strategic HR advisor to leaders and managers, aligning talent strategies with business goals. Drive organizational effectiveness, talent management, employee relations, workforce planning, compensation guidance, change management, and leadership development. Coach managers, support hiring/onboarding/performance processes, lead HR projects, ensure compliance, and use data to identify trends and recommend solutions in a fast-growing, remote environment.

Own full-cycle technical recruiting and act as HR Business Partner for the Technology & Innovation practice across Singapore and Malaysia. Build talent pipelines, partner with hiring managers, advise on employee relations, performance, compensation, onboarding, and ensure local compliance while supporting engagement, development, and people operations.

Serve as HR Business Partner for a global, remote Core Business Unit. Drive staffing, onboarding, performance management, compensation & benefits analytics, engagement, retention, HR process implementation, compliance, and measure HR satisfaction metrics across distributed product teams.

Lead strategic HR initiatives for partner firms, including succession planning, org design, change management, executive coaching, complex employee relations, HR metrics and workforce planning. Partner with regional leaders and recruiting on budgeting, integrations, and high-visibility cross-firm programs to drive leadership capability and operating model improvements.

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

Provide strategic HR support to business leaders, advising on employee relations, performance management, compensation, talent acquisition, onboarding, labor/union contract interpretation, grievance resolution, and DE&I initiatives. Coach managers, ensure legal compliance, conduct investigations and negotiations, and drive HR delivery and organizational development to improve retention and team performance.

The HR Business Partner is responsible for enhancing organizational health, supporting leadership effectiveness, and improving employee performance through coaching, employee relations and performance management strategies.

The HR Business Partner will provide support in coaching, employee relations, organizational planning, and talent development across teams, ensuring alignment with business goals while promoting employee growth.

Support business goals through HR strategies, manage HR operations, design compensation programs, and oversee talent development while ensuring compliance with employment laws.

The HR Business Partner will manage HR initiatives, lead change management efforts, and consult on HR programs, ensuring effective execution and adoption across the firm.

As the Director, HR Business Partner, you will drive talent strategies, manage employee relations, and provide strategic guidance to business leaders on workforce planning and development.

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

Serve as the regional HR Business Partner managing complex employee relations, conducting workplace investigations, advising and coaching managers, supporting workforce planning and compliance, driving culture and employee experience initiatives, and analyzing people metrics to recommend proactive interventions across multiple clinic locations.

The HR Business Partner Manager at The Landmark is responsible for strategic HR functions, fostering a people-first culture, driving employee engagement, and aligning HR strategies with business goals while supporting over 300 employees.

The Director of HRBP serves as a strategic advisor connecting HR strategies with business priorities, driving growth, performance, and talent management while fostering a high-performance culture.

Act as an embedded HR advisor to business leaders across regions, guiding performance management, employee relations, workforce planning, talent initiatives, and people-data analysis to translate business goals into practical people actions.

Lead people strategy and partner with business leaders to solve organizational challenges. Drive retention, talent assessment, succession planning, org design, compensation, leadership development, and coach managers to enable performance and change.

Partner with senior operations leaders to drive workforce planning, org design, large-scale change, talent reviews and succession planning. Provide data-driven insights, strengthen leadership capability, manage employee relations, advise on compensation and partner with HR Centers of Excellence to deliver enterprise HR programs. Support Clinical Operations, Manufacturing, Procurement, and Customer Care. Remote U.S.-based role with ~20-30% domestic travel.

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.

The Senior HR Business Partner partners with senior leaders to enhance workforce planning, organizational design, and talent strategy, driving operational effectiveness and improving employee experience in a clinical setting.

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