Top Senior HR Jobs in NYC, NY

Partner with Engineering leaders to develop and execute people strategies supporting organizational growth. Advise managers on performance management, talent planning, organizational design, leadership development, and employee experience. Use workforce data to identify trends and guide decisions, coach managers, lead HR programs, and collaborate with Total Rewards, People Operations, Legal, and Talent Acquisition teams. The role also promotes cultural integrity, inclusion, accountability, and scalable operational excellence.

Senior HR Business Partner supporting MongoDB’s Technical Services organization. Partners with senior leaders on workforce planning, organizational design, change management, performance, compensation, succession, engagement, employee relations, and talent development. Uses people and business insights to guide decisions, leads annual people cycles, and improves scalable HR processes. Requires strategic HRBP experience in high-growth technology environments and recurring travel to offices and leadership offsites.

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.

Senior HR Business Advisor partnering with senior leaders in the CFO organization to drive talent strategy, workforce planning, performance and compensation cycles, change management, HR risk/controls, and data-driven people insights.

Serve as a strategic HR advisor to NYC business leads, driving talent strategy, performance coaching, engagement, data-driven insights, change initiatives, employee relations, and cross-HR collaboration to improve retention, development, and organizational effectiveness.

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 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.

Leads strategic and operational HR across employee relations, talent acquisition, performance management, compensation and benefits, compliance, HR operations, culture, engagement, and organizational development. Partners with executives, oversees workforce planning and succession, manages HR systems and payroll coordination, ensures US and UK compliance, and supports change management and M&A integration.

The Human Resources Manager serves as a strategic HR partner for administrative departments, supporting recruitment, onboarding, development, performance management, employee relations, compliance, benefits coordination, and offboarding. The role advises leaders and employees, conducts investigations, leads orientation and HR initiatives, maintains Workday records, improves HR processes, and ensures consistent policy application while aligning HR strategies with firm objectives.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Manage and scale HR operations across the employee lifecycle, including payroll, compensation, benefits, performance management, HRIS administration, compliance, employee relations, and offboarding. Lead process improvements and HR projects, maintain secure employee data, ensure employment-law compliance, and develop workforce dashboards and metrics. Partner with stakeholders to improve HR service delivery and employee experience in a growing organization.

Oversee HR operations and compliance across leave management, employment laws, HRIS administration, benefits, payroll, global mobility, immigration, tax notices, audits, and employee relations. Manage benefits enrollment and vendors, ensure accurate multi-state payroll, support immigration frameworks, maintain compliant policies and documentation, and advise HR partners on complex employee relations investigations.

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.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

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.

Partner with senior technology leaders to drive workforce strategy, org design, succession, compensation and performance cycles. Advise on complex people matters, lead large change initiatives, use data to diagnose issues and deliver talent outcomes across a global, matrixed organization.

The Human Resources Manager manages employee lifecycle programs, including recruitment, onboarding, benefits, performance management, engagement, offboarding, HRIS records, compliance, and workforce reporting. The role advises employees and managers, supports multi-state employment practices, partners with vendors and payroll, and leads process improvements and People initiatives in collaboration with the Head of People.

Executes the full executive search lifecycle, including developing search strategies, researching markets, identifying and assessing candidates, managing candidate relationships, preparing client materials, and supporting client relationship management. The role requires managing multiple concurrent searches, maintaining accurate reports and confidential information, collaborating with consultants and stakeholders, and contributing to business development and firm initiatives.

Oversee daily HR operations, employee relations, benefits and payroll administration, HRIS management, compliance, performance reviews, leave administration, investigations, union-related support, and employee lifecycle processes. Manage Paylocity benefits and payroll workflows, generate HR reports, supervise HR staff, and partner with the Director of HR and organizational leaders to improve policies, procedures, and cross-functional HR support.

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.

Serves as a strategic HR partner for a large retail region, supporting recruiting, staffing, employee relations, performance management, succession planning, training, diversity, compliance, compensation, engagement, and change management. Advises regional leaders, investigates workplace concerns, analyzes HR metrics, develops action plans, and ensures consistent execution of HR policies and programs across hundreds of stores. Regularly visits retail locations and collaborates with recruiting, training, and organizational development teams.

Leads all human resources functions for a federally qualified health center, including talent acquisition, onboarding, training, employee relations, compensation, benefits, compliance, HRIS administration, and engagement. Develops HR strategies, policies, and programs aligned with organizational goals; oversees vendors and contracted HR services; ensures compliance with employment and healthcare regulations; manages workforce reporting and analytics; supports leadership development, retention, and employee wellness; and serves as a strategic advisor to the CEO and senior leadership team.

Serves as a strategic HR advisor to Data and Technology leaders, developing workforce, talent, organizational design, leadership, engagement, and transformation strategies. Manages succession planning, executive transitions, employee relations, restructurings, compensation decisions, compliance risks, and HR program execution. Uses workforce analytics and engagement data to guide recommendations, partners with senior stakeholders and HR centers of excellence, and supports complex global organizations.

Serves as a strategic HR advisor to Data and Technology leaders, developing workforce, talent, organizational design, leadership, engagement, and transformation strategies. Manages succession planning, executive transitions, employee relations, restructuring, compensation, compliance, and sensitive employment matters. Uses workforce analytics and engagement data to guide executive decisions and collaborates with Legal, Finance, HR centers of excellence, and external recruiting partners across global, matrixed organizations.

The Human Resources Business Partner will lead core HR programs, including compensation cycles, talent reviews, engagement surveys, and exit analysis. The role advises executive stakeholders on employee relations, uses workforce data to shape talent strategy, improves HR operations, and independently manages cross-functional projects. Success requires Workday HCM expertise, data and spreadsheet skills, knowledge of HR practices and labor laws, and strong problem-solving and communication abilities.