Top Senior HR Jobs in NYC, NY

The Senior HR Business Partner supports Engineering, Retail Go-To-Market, and other client groups. Responsibilities include coaching managers, advising on performance and employee development, managing employee relations, analyzing people data, implementing HR programs, supporting organizational change, and partnering on policies and workplace initiatives. The role is hybrid in New York City and requires occasional travel.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

Serves as a trusted HR advisor to corporate managers and employees across the Coach brand. Oversees employee lifecycle processes, employee relations, performance management, talent development, organizational change, HR programs, compliance, and HRIS data. Partners with HR, Total Rewards, Talent Acquisition, Finance, Legal, and Learning & Development teams while analyzing HR metrics and supporting engagement, organizational effectiveness, and workforce planning.

Partners with Sales and Marketing leadership to align HR programs with business goals. Manages workforce planning, organizational effectiveness, employee engagement, talent development, performance programs, hiring initiatives, and attrition analysis. Provides data-driven recommendations, supports change management, prepares reports and presentations, and serves as a first-level HR resource for managers and employees.

Leads people strategy and HR delivery for assigned business areas, partnering with senior leaders on organizational design, workforce strategy, talent management, performance, succession, employee experience, culture, change, and employee relations. Manages and develops an HR business partner team, drives consistent HR programs, uses workforce analytics to guide decisions, ensures compliance, and improves processes and organizational effectiveness.

Partner with managers and leaders on performance, employee relations, talent development, team effectiveness, workforce planning, organizational changes, and employee engagement. Coach managers through sensitive people matters, conduct investigations, support talent and performance cycles, and collaborate on employee lifecycle operations, HRIS workflows, documentation, and process improvement within a lean People team.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Own the end-to-end People Operations experience, including HR systems, benefits, payroll compliance, leave, unemployment, immigration, perks, and employee lifecycle programs. Improve processes, audit data, document SOPs, and build AI-enabled automations and insights. Partner with Finance, Accounting, IT, and Legal while ensuring multi-state employment compliance and supporting compensation, engagement, feedback, and recognition initiatives.

Supports the strategic people agenda for Agency and Field Experience organizations through HR program delivery, talent reviews, succession planning, workforce reporting, employee and manager support, policy guidance, and collaboration with HR Centers of Excellence. The role analyzes workforce trends, improves HR processes, coordinates special projects, and contributes to technology-enabled HR solutions, including AI tools.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Manage the company’s HR functions, including recruiting, benefits administration, compliance, payroll processing, workers’ compensation, onboarding paperwork, interviewing, background checks, employee coaching, and progressive guidance. Coordinate with managers and ensure accurate, timely payroll documentation and HR administration.

Supports recurring HR operations across New York, Boston, and Miami offices. Responsibilities include Workday data audits and transactions, time and attendance reconciliation, new hire orientation logistics, personnel records maintenance, labor law compliance postings, I-9 verification, employee inquiry support, performance appraisal tracking, and recurring HR reporting. The role requires confidentiality, accuracy, strong organization, and effective coordination under supervision.

Partner with managers and leaders to execute HR strategies, advise on performance management and employee relations, support organizational change, use HR metrics to guide decisions, improve employee experiences, and collaborate with Talent Acquisition and the People team on hiring and HR initiatives.

Partners with Investment Group and Investment Enablement senior managers to support global investors and optimize investment-unit operations. Oversees key processes, represents HR on technology workstreams, manages the HR technology roadmap, and connects business teams with HR specialists. Provides thought leadership, manager education, organizational change support, and talent guidance in a complex, matrixed environment. Leads projects, facilitates collaboration, translates business priorities into talent decisions, and supports the development of the HR team.

Owns day-to-day HR operations, including employee lifecycle management, Rippling HRIS administration, immigration, leave and accommodations, benefits, performance cycles, engagement surveys, compensation programs, and compliance. Advises managers and employees on HR matters, improves policies and processes, and partners with the HR Manager to support a rapidly growing organization.

Provides hands-on HR generalist support with emphasis on employee and labor relations, workplace investigations, performance management, collective bargaining administration, benefits and leave support, HR operations, compliance, records, and employee lifecycle processes. Partners with Legal, Compensation & Benefits, and organizational teams while maintaining HRIS data, supporting audits, tracking compliance, and improving HR processes.

Oversees daily HR operations, employee relations, benefits and payroll administration, HRIS management, compliance, employee lifecycle processes, performance reviews, investigations, leave administration, and HR reporting. The role supervises HR staff, supports union-related matters, manages Paylocity benefits workflows, ensures legal compliance, and partners with leadership across the organization. It is primarily onsite in Manhattan with occasional travel to other New York City locations.

Leads all Human Resources functions for a luxury hotel opening, including talent acquisition, onboarding, employee relations, compensation, benefits, training, payroll, HRIS administration, compliance, workforce planning, and employee engagement. Partners with hotel and corporate leadership, advises on employment matters, manages HR budgeting and initiatives, ensures New York employment-law compliance, and develops the HR team and organizational culture.

Leads HR strategy and execution for business leaders, including talent management, organizational design, workforce planning, employee relations, performance management, and compliance. Designs people programs that improve culture, engagement, retention, and organizational effectiveness. Advises leaders, develops leadership capabilities, strengthens talent pipelines, and builds high-performing teams while solving complex workforce issues and translating workforce data into actionable insights.

Partners with Chase Wealth Management leaders on people strategy, talent and performance management, succession planning, compensation, employee relations, leadership development, organizational effectiveness, workforce analytics, and HR initiatives. Provides coaching and guidance on complex employee matters, uses workforce data to inform decisions, and leads HR projects and process improvements.

Advises senior leaders on workforce strategy, organizational design, performance, compensation, succession, talent planning, and complex employee matters. Uses HR analytics to diagnose issues and recommend actions, leads people initiatives and change efforts, and partners with specialist HR teams across a complex global organization.

Manage daily HR operations, including employee records, benefits, compliance, onboarding, offboarding, recruiting coordination, performance management, and employee development. Improve scalable HR policies, processes, systems, and workflows while partnering with leadership and hiring managers. Track HR metrics and prepare reports for leadership. Support employee engagement, retention, and the overall employee experience in a fast-paced, technology-driven organization.

Leads employee relations, manager advisory, talent development, onboarding, employee experience, benefits administration, immigration, and global mobility across North America. Advises leaders, coaches managers, develops People programs, supports performance and talent reviews, uses People data for decision-making, and partners on compensation, job architecture, recruiting, and organizational improvement. The role also builds scalable HR processes and supports global People initiatives.

The Senior Vice President of Human Resources leads enterprise-wide people strategy, labor and employee relations, total rewards, benefits, workforce planning, talent development, HR operations, compliance, and HR technology. This executive advises leadership on organizational effectiveness, succession planning, culture, and change management; manages union negotiations and grievances; oversees HR teams, budgets, policies, vendors, and workforce analytics; and ensures compliance with federal, New York State, and New York City employment laws.

Leads global Employee Resource Group governance and inclusion operations, including planning, policies, project execution, stakeholder coordination, reporting, dashboards, communications, and executive presentations. Partners with ERG leaders, HR, talent teams, and business leaders to improve engagement and operational consistency. Analyzes workforce and participation data, benchmarks inclusion practices, coordinates global meetings, and supports strategic Diversity & Inclusion initiatives.