Human Resources Business Partner

Human Resources Business Partner (HRBP)

This HRBP role, reporting to the Chief Human Resources Officer, will partner with their client groups leadership teams on all strategic, organizational, culture and people-related matters that impact their group. Also, the HRBP will work collaboratively across HR and other business teams to provide meaningful HR solutions that enable targeted business outcomes and drive organizational, team, and individual success.

Responsibilities

• Partner with client group leadership in setting business strategy, providing a people, organization and/or culture perspective; translate business requirements into HR priorities, solutions, actions, and results
• Regularly invest time and energy in building relationships and meeting with client group leaders, managers and employees to understand their needs and develop solutions.
• Ensure organizational effectiveness through proper alignment of business strategies and organization’s values with action regarding team structures, job design, talent programs and other initiatives to shape desired culture
• Consult, advise, coach, and influence client group leadership regarding organization design, leadership development, management skills, talent performance and development, team and employee communication, employee relations, culture and engagement, etc., looking to maximize team and employee performance in service of the organization.
• Consult, guide, and influence client group leaders to drive change that achieves its intended goals and objectives in line with the organization’s values. Assess the implications of change within your client groups and advice leaders and managers to manage change in the most effective way.
• Prioritize talent planning, assessment, succession, top talent identification and ways to promote, reward, develop and retain these talents to help ensure business continuity and success for client groups. Also, help identify underperforming staff and guide leaders and managers to coach them for improvement.
• Train and coach managers in client groups to be effective at conducting team meetings, having career conversations, giving feedback, and dealing with and resolving conflict with the goal of enriching employee experience within their teams. Onboard newly hired or promoted managers by providing them with guidance, training and tools to accelerate their path to effectiveness in managing their teams.
• Advocate for and Implement and manage organization-wide HR solutions, programs, policies and services within client groups and coach client group leaders and employees to understand, embrace and use them effectively, doing so in a way that is aligned with the rhythm of the business their support.
• Partner with HR Operations, and other HR areas of expertise to ensure core programs and processes are efficient and effective. Work collaboratively with these areas to find solutions to issues (inefficiencies, problems, lack of adoption, etc) so that the HRBP can be as effective and credible as possible with their client groups.
• Collaborate with the recruiting team to identify talent requirements based on organizational needs and assess candidates for organization fit
• Partner with Diversity, Equity, and Inclusion team to develop strategies to diversify our sources of talent and also ensure equitable and inclusive hiring and other HR practices
• Regularly use HR data, trends, and metrics from engagement surveys, performance indicators, business metrics and external sources to identify opportunities and develop solutions, programs, and practices to resolve talent problems, enhance employee experience, and shape desired culture.
• Maintain and apply in-depth knowledge of employment practices and legal requirements, work with managers to minimize legal risks, and ensuring regulatory compliance

Qualifications

Knowledge, Skills, and Abilities

• Strong understanding of business dynamics and success factors, key external and internal drivers and metrics, and proven record of translating this knowledge into people, organization and culture solutions.
• Strong consult and coaching skills, successfully partnering with business leaders to drive individual, team, and organizational performance
• Ability to build strong, ongoing, impactful relationships at all organizational levels and lead inclusively across a diverse range of cultural, generational, ethnic, racial, educational, and social backgrounds
• Comprehensive understanding and proven ability to address all people aspects of business strategy, goals, and plans, with demonstrated success in implementing and managing change
• Excellent written/oral communication skills, confident, persuasive presentation skills, organizational influence, and conflict resolution skills
• Strategic, systems thinking and complex problem-solving skills, with the ability to draw upon multiple resources in developing and implementing integrated solutions
• Ability to analyze information, derive insights, and make business-appropriate decision

Education and Experience

• PHR, SHRM-CP, SHRM-SCP or equivalent; Master’s degree in human resources field a plus
• 10+ years of progressive HR experience, with recent experience in a strategic business partner/leadership role
• Experience at a non-profit, audio journalism or news media environment a plus

Additional Information

This is a full-time role with a salary range of $140,000 - $160,000 per year (plus a full benefits package). Salary offered within this range is determined by skills, experience and organizational pay equity. New York Public Radio offers excellent medical, dental, and vision insurance, vacation, personal and sick time as well as inclusive family leave.

This role is currently operating in a hybrid capacity, with the ability to sometimes work from home. However, this position is part of the NYC staff and will be expected to work from the NYC office on specified days with regularity.

Commitment to Diversity, Equity & Inclusion

New York Public Radio is committed to diversity, equity, and inclusion. We continuously strive to place our employees at the center of our thinking and elevate inclusive practices to develop and support a more engaged and productive workforce. Our journalism and operations in the service of that journalism benefit from a broad range of perspectives, from all backgrounds, at all levels of the organization. Diversity is essential to honest, authentic, accurate storytelling and reportage; creating an institution in which all voices are encouraged, valued, and heard.

Equal Opportunity

New York Public Radio is an equal opportunity employer committed to achieving the goal of equal employment opportunity for all. Applicants and employees are considered and evaluated for positions without regard to mental or physical disability, race, creed, color, religion, gender, national origin, citizenship status, age, genetic information, military or veteran status, sexual orientation, marital status, employment status or any protected federal, state or local status unrelated to the performance of the work involved.