Top Senior HR Jobs in NYC, NY

Lead and scale the HR Business Partner function for R&D and other orgs, manage performance cycles, succession planning, employee relations and investigations, provide coaching to managers, analyze HR metrics to inform retention and culture strategies, and champion company culture. This role reports to the CFO and has direct report(s).

The role involves acting as an HR partner for the Go-To-Market teams, providing strategic consultation, managing organizational change, coaching managers, and supporting talent acquisition efforts. It also includes leveraging data insights and collaborating on global HR initiatives.

Serve as HR business partner for Supply Chain: manage employee lifecycle, employee relations, performance management, talent development, org design, change initiatives, HR operations, compliance, HRIS updates, and HR metrics to drive engagement and workforce effectiveness.

Serve as strategic HR business partner to R+D executives: design organization structures, lead talent and performance processes, coach leaders, use people analytics to inform decisions, and drive cross-functional people initiatives that improve employee experience and manager effectiveness.

Fixed-term (maternity cover) Senior HR Business Partner to provide employee relations, manager coaching, performance management, and People program continuity. Partner with leaders, People Ops, Legal, Finance, and Recruiting; support immigration processes and external counsel; maintain compliance and people systems; enable change, talent planning, and manager effectiveness in a fast-paced, remote-first environment.

The Senior Human Resources Business Partner will support the Global Sales & Partnerships organization by advising on HR practices, managing employee performance, and utilizing AI and data-driven insights to enhance organizational capability.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

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.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Manage and coach a team of Senior HR Consultants, drive hiring and onboarding, set service standards, lead projects (newsletters, webinars, HR content), handle escalated customer issues, partner with Legal/Product/Revenue on employment law and trends, and optimize processes including AI tool integration to improve customer experience.

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.

Lead design, standardization, and continuous improvement of global HR processes and employee journeys. Perform discovery, as-is/future-state modeling, value stream and process redesign using BPM tools; apply Lean/Six Sigma and service design; partner with HR Technology (Workday), service delivery and regional teams to implement scalable, compliant solutions and drive KPIs, cost optimization, and adoption.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

The Senior HR Business Partner shapes HR strategies, partners with leaders, influences talent strategies, and leads organizational transformations to enhance performance and culture.

The Senior HR Business Partner develops workforce strategies to align with business objectives, partners with technology leaders, and drives talent and organizational initiatives.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

The Senior Director, HR Business Partnering at MongoDB will lead HR strategies, talent management, and organizational design to drive business growth and culture. The role involves partnering with senior leaders, influencing decisions, and managing a global HRBP team.

The Senior HR Business Partner will coach managers, shape talent strategies, oversee daily HR operations, and collaborate with leadership on key initiatives.

Lead global Talent process optimization and enablement initiatives, redesign HR operating models, manage complex programs from strategy through implementation, partner with HR and Technology, use data to measure impact, and drive change across senior stakeholders to improve efficiency and employee experience.

Lead and direct HR functions including recruiting, hiring, benefits administration, performance management, investigations, compliance, HRIS management, and talent strategy. Partner with leadership on retention, succession planning, and development while maintaining employment law compliance and HR metrics.

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

The Human Resources Business Partner will provide HR support to field operations, facilitate leadership development, and ensure HR compliance while managing talent acquisition and retention efforts.

The HR Business Partner will advise senior leaders on workforce transformation and talent strategy, leveraging analytics and modern HR practices to drive organizational effectiveness and innovation.

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 Manager manages employee relations, performance management, policy compliance, recruitment, onboarding, and training for the New York office, acting as the primary resource for HR functions.