Human Resources Business Partner

Job Description Managing Director, People Business Partner We’re seeking a highly strategic and influential Managing Director, People Business Partner to serve as a senior advisor to executive leaders and shape the People strategy in support of organizational growth, business transformation, agility, and performance. With a strong client mindset, deep expertise in workforce strategy, and exceptional data fluency, this leader will translate business priorities into an integrated People agenda that enables enterprise outcomes at scale. This role is based in New York, NY. Responsibilities Serve as a trusted strategic advisor to senior executive leaders, shaping workforce strategies aligned to product roadmaps, business priorities, and long‑term organizational goals. Help drive the People strategy for AI‑enabled transformation, advising executive leaders on workforce implications, organizational readiness, capability building, and adoption approaches to ensure sustainable business impact. Lead the translation of business strategy into forward‑looking People priorities, with accountability for talent outcomes that strengthen organizational capability, leadership effectiveness, and business performance. Represent the People Team as the senior point of connection to key business stakeholders and Centers of Excellence, ensuring alignment and integration across strategic people priorities. Partner across People Operations, Talent Strategy, Learning, Compensation, Benefits, Thrive Together, and enterprise functions including Finance and Legal to deliver scalable, forward‑looking people solutions. Influence executive decision‑making through data‑driven insights and workforce analytics, guiding talent decisions and informing workforce planning at enterprise and functional levels. Translate complex organizational challenges into actionable strategies and data‑supported business narratives that enable informed decision‑making. Bring a product and experience mindset to the People organization by designing and evolving scalable, user‑centered, and outcome‑driven solutions based on business needs, employee feedback, and data insights. Lead large‑scale transformation initiatives, including organizational design, change management, and operating model evolution, to enhance efficiency, effectiveness, and cultural alignment. Drive cultural evolution and change efforts that strengthen organizational strategy, reinforce values, and elevate the employee experience. Provide thought leadership by incorporating external market trends, leading practices, and innovative talent approaches into People strategies. Build strong partnerships across senior leadership teams to influence outcomes, challenge thinking constructively, and ensure people strategies are practical, commercial, and aligned to enterprise priorities. Lead through complexity with sound judgment, executive presence, and a strong orientation toward measurable impact, governance, and continuous improvement. Qualifications 15+ years of progressive experience in people strategy, organizational development, workforce strategy, or change leadership, including significant experience advising senior executives in complex organizations. Demonstrated success in senior People leadership roles with responsibility for shaping enterprise talent strategies and leading large‑scale transformation, preferably within a platform or product‑oriented environment. Deep expertise in workforce strategy, organizational effectiveness, employee experience, and change management, with a track record of delivering measurable business outcomes. Proven ability to influence senior leaders through credible, data‑driven insights and compelling strategic storytelling. Strong analytical and data storytelling skills, with proficiency in workforce analytics and HR technologies such as Excel, Tableau, Visier, SQL, and HR systems. Demonstrated ability to apply a product mindset to people solutions, delivering scalable, adaptable, and user‑centered experiences. Exceptional executive presence, sound judgment, and strong business acumen, with the ability to navigate complexity and ambiguity effectively. Strong collaboration and stakeholder management skills, with the ability to work across senior business leaders, People Team partners, and enterprise functions. Bachelor’s degree required; MBA or advanced degree in Human Resources, Organizational Psychology, Business, or a related field preferred. Benefits BNY offers highly competitive compensation, benefits, and wellbeing programs rooted in a strong culture of excellence and our pay‑for‑performance philosophy. We provide access to flexible global resources and tools for your life’s journey. Focus on your health, foster your personal resilience, and reach your financial goals as a valued member of our team, along with generous paid leaves, including paid volunteer time, that can support you and your family through moments that matter. BNY is an Equal Employment Opportunity/Affirmative Action Employer – Underrepresented racial and ethnic groups/Females/Individuals with Disabilities/Protected Veterans. The expected base salary for this position when employment commences can be found in the Job Info section at the bottom of the posting. Base salary is only part of the total rewards package, which may include eligibility for an annual discretionary incentive award. Eligible employees may enroll in a 401(k) plan as well as participate in Company‑sponsored medical, dental, vision, and basic life insurance plans for the employee and the employee’s eligible dependents. Eligible employees also may receive other benefits (including various paid time off benefits, such as vacation and sick time), dependent on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment. If hired, the employee will be in an “at will” position and the Company reserves the right to modify base salary (as well as any other discretionary payments or compensation programs) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors. #J-18808-Ljbffr