Senior Human Resources Business Partner (New York City Metropolitan Area)

This is a unique opportunity for an experienced HR Leader to play an influential role across a diverse portfolio of organizations spanning multiple industries, business models, and missions. You'll work directly with senior executives and leadership teams across multiple entities, gaining exposure to a wide range of business challenges while helping shape people strategy, organizational development, and key workforce decisions. The position offers an exciting combination of executive-level partnership, strategic influence, and hands-on involvement, with the opportunity to make a meaningful impact across organizations doing important work. You'll also be part of a highly collaborative HR team where your expertise, perspective, and ability to navigate complex environments will be genuinely valued.

Key Responsibilities

• Strategic HR Partnership: Partner closely with senior leadership to understand business objectives, identify workforce challenges, and develop practical HR strategies that support organizational priorities.
• Employee Relations: Provide guidance on sensitive and complex employee matters, including workplace investigations, conflict resolution, disciplinary actions, and employee concerns.
• Leadership Advisory: Serve as a trusted resource to managers and executives on performance management, employee engagement, leadership effectiveness, and organizational decision-making.
• Organizational Development: Advise on organizational structure, talent planning, succession strategies, and workforce initiatives to support evolving business needs.
• HR Compliance & Risk Management: Provide guidance on employment laws, workplace policies, and regulatory requirements, partnering with legal counsel when appropriate.
• Performance & Talent Management: Support leaders in developing high-performing teams through performance evaluations, coaching, employee development, and retention strategies.
• Stakeholder Management: Establish strong working relationships across multiple business functions, balancing competing priorities while adapting HR support to the needs of each organization.
• HR Operations & Programs: Provide oversight and support across core HR functions, including onboarding, benefits, compensation practices, HR systems, training, and employee programs.
• Process Improvement: Identify opportunities to strengthen HR practices, improve operational efficiency, and introduce scalable processes across supported business units.
• Cross-Functional Collaboration: Work closely with HR colleagues and other internal partners to promote consistency, share best practices, and support broader people initiatives.
• Team Development: Provide guidance and mentorship to HR team members, contributing to a collaborative and solutions-oriented HR function.
• Change Management: Support leadership through organizational transitions, shifting business priorities, and other changes impacting employees and operations.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, or a related discipline.
• PHR or SPHR certification is a plus
• 10+ years of progressive Human Resources experience, including significant exposure to HR business partnering, employee relations, and leadership advisory responsibilities.
• Demonstrated ability to influence and advise senior business leaders while maintaining a hands-on approach to HR execution.
• Strong experience managing complex employee relations matters, workplace investigations, and sensitive personnel situations.
• Broad understanding of HR disciplines, including organizational development, performance management, compensation, benefits, talent acquisition, and employment compliance.
• Experience supporting multiple business units, stakeholder groups, or organizations with differing operational needs and priorities.
• Strong knowledge of federal and state employment regulations, with the ability to identify potential risks and recommend appropriate solutions.
• Proven ability to navigate ambiguity, manage competing priorities, and make sound decisions in dynamic environments.
• Exceptional interpersonal, communication, and relationship-building skills, with the ability to establish credibility across all levels of an organization.
• A proactive, resourceful, and solutions-oriented approach, with the ability to anticipate business needs and operate with a high degree of independence.
• Experience working across both nonprofit and for-profit organizations is preferred.
• Ability to travel periodically to support business operations and organizational initiatives.