Human Resources Business Partner

Job Description

Job Description

The Human Resources Business Partner (HRBP) serves as a strategic People & Culture partner to assigned client groups, aligning people strategies with business priorities to strengthen organizational performance.

The HRBP partners with leaders to provide consultative support in organizational effectiveness, workforce planning, talent management, leadership coaching, performance management, employee relations, and organizational change. Working collaboratively with colleagues across the People & Culture team, the HRBP delivers consistent enterprise people programs while tailoring solutions to the unique operational needs of assigned departments.

This position exercises sound judgment, builds trusted relationships, and helps leaders solve business challenges through effective people practices that strengthen organizational capability and employee experience.

The annual salary for this role is in a range from $84,000 up to $90,000 based on experience and performance.

PRIMARY RESPONSIBILITIES

Strategic Partnership and Organizational Effectiveness

• Serve as the primary People & Culture advisor to assigned client groups.
• Build trusted consultative relationships by developing a deep understanding of departmental priorities, workforce needs, and organizational objectives.
• Partner with leaders to develop workforce strategies that support business objectives and long-term organizational capability.
• Advise leaders on organizational design, role clarity, team effectiveness, succession planning, and workforce capability.
• Analyze workforce trends and organizational data to identify risks and recommend practical people strategies.
• Support leaders through organizational change, restructuring, and evolving business priorities.
• Partner with leaders to identify and resolve organizational and people-related challenges using sound judgment, professionalism, and discretion.

Leadership Coaching and Employee Relations

• Coach managers on leadership effectiveness, performance management, employee development, communication, and accountability.
• Provide guidance on employee relations matters, including performance concerns, workplace conflict, corrective action, and policy interpretation.
• Promote consistent application of employment policies, employment practices and organizational values.
• Conduct workplace investigations and partner with leadership to resolve employee concerns in a timely, fair, and consistent manner.
• Escalate complex or high-risk employee relations matters as appropriate.
• Support managers in developing performance improvement plans, career development discussions, and employee recognition strategies.

Talent Acquisition and Market Strategy

• Partner with business leaders to anticipate workforce needs and develop talent strategies aligned with organizational priorities.
• Collaborate with hiring managers throughout the recruiting and selection process, including position planning, competency identification, interview design, and candidate assessment.
• Support leaders in attracting, selecting, onboarding, and retaining highly qualified employees.
• Identify succession risks and recommend development opportunities for key talent.
• Partner with managers to strengthen internal mobility and career development opportunities.
• Support onboarding by partnering with enterprise onboarding resources to ensure successful employee integration and early productivity.

Organizational Development and Learning

• Partner with leaders to identify organizational and individual development needs that support business priorities.
• Assess leadership and manager capability gaps and recommend appropriate learning and development solutions.
• Collaborate with People & Culture colleagues to design, implement, and evaluate enterprise learning and leadership development initiatives.
• Coach managers on the application of new skills and reinforce learning through ongoing consultation and feedback.
• Support succession planning and career development by helping leaders identify growth opportunities for employees.
• Evaluate the effectiveness of learning initiatives through feedback, business outcomes, and workforce metrics.

Organizational Capability and Continuous Improvement

• Identify opportunities to improve manager capability, employee engagement, organizational effectiveness, and employee experience.
• Support implementation of People & Culture developed enterprise initiatives within assigned client groups.
• Partner with People & Culture colleagues to ensure consistent delivery of enterprise programs and services.
• Utilize workforce analytics and organizational insights to inform recommendations and evaluate outcomes.
• Contribute to continuous improvement of People & Culture processes, practices, and service delivery.
• Participate in cross-functional initiatives that strengthen organizational capability and operational effectiveness.

Requirements

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and experience.

Experience

• Three to five years of progressively responsible Human Resources experience in a business partner, employee relations, organizational development, or related professional role.
• Experience partnering with leaders on workforce planning, employee relations, performance management, organizational effectiveness, and talent management.
• Experience partnering with leaders to address workforce planning, employee relations, organizational effectiveness, performance management, and talent development in a dynamic organizational environment.

Skills

• Strong consultative and relationship-building skills.
• Excellent written and verbal communication skills.
• Demonstrated ability to influence and coach leaders at multiple organizational levels.
• Strong analytical, problem-solving, and decision-making abilities.
• Ability to manage confidential information with professionalism and discretion.
• Demonstrated ability to balance multiple priorities while maintaining exceptional attention to detail.
• Commitment to equity, inclusion, collaboration, and continuous improvement.

Benefits

● Discounted Citi Bike Membership

● Discounts with vendors on the High Line around the Meatpacking neighborhood

● Free entrance to Whitney Museum

● 20 Vacation days, 7 sick days, and 10 paid holidays with 2 floating holidays (prorated

based on start date).

● Medical, dental, and vision insurance

● Paid primary and secondary caregiver leave

● Supplemental short-term disability insurance and paid life insurance

● Winter Fridays

● Commuter benefits

● Flexible Spending Accounts

● Contribution in a 403(b) retirement plan

● Employee Assistance Program

● Growth Development career opportunities

About Friends of the High Line

The High Line is both a nonprofit organization and a public park on the West Side of Manhattan. We’re devoted to reimagining public spaces to create connected, healthy neighborhoods and cities through our work with communities on and off the High Line. Built on a historic, elevated rail line, the High Line was always intended to be more than a park. You can walk through the gardens, view art, experience a performance, enjoy food or beverage, or connect with friends and neighbors while enjoying a unique perspective of New York City. Nearly 100% of our annual budget comes through donations. The High Line is owned by the City of New York, and we operate under a license agreement with NYC Parks.

EEO Statement

The High Line is guided by a series of values through which we make decisions, including hiring. These values include proactively creating access points for all people, regardless of age, sex, color, creed, race, income, country of origin, religion, sexual orientation, or gender identity. As part of our commitment to living up to these values and advancing equity within our organization and through our work, we are committed to an equitable hiring process. Hence, we strongly encourage applications from people with a broad range of lived experiences. This description shall not be construed as a contract of any sort for a specific period of employment.