Job Description

The New York Times is looking for an experienced HR Business Partner to partner with employees and leaders across our Product Engineering Department. 

You will work closely with the rest of the HRBP team, and the greater HR department, to build organizational capabilities, behaviors, and structures that support an evolving digital first strategy.   With a keen ability to navigate the organization and collaborate effectively in a fast paced environment, you will coach and guide managers and employees across Product Engineering on talent management, employee and labor relations, compensation, performance, team effectiveness, learning and development, and other related initiatives.

This is an exciting opportunity to help a growing business and their team members succeed. You'll partner closely with the central HR team on strategy of hiring, total rewards, diversity, equity, inclusion, talent development, internal mobility and employee engagement. 

This role is based in the New York headquarters with flexibility to work from home on a regular basis.

What You'll Do:

Serve as a trusted strategic advisor and coach to team leaders and managers across levels, assisting them to build strong teams, enhance their leadership effectiveness, and optimize employee performance

Operate as a trusted and credible partner who anticipates needs and proactively recommends and executes solutions

Provide credible guidance on organizational design, employee engagement, compensation, performance and talent development to both department leaders and to help shape central HR initiatives

Partner with business leaders and HR centers of excellence to shape department specific HR strategy by identifying and prioritizing HR needs in support of department goals

Support the diversity, equity, and inclusion strategy of The Times.

Develop and interpret relevant people metrics to provide insights that shape HR strategy and actionable recommendations

Support transformation efforts by drawing on best practices for leading change

Work with business leaders to develop succession/talent planning efforts that ensure the teams have the talent needed to accomplish their strategy

Model our core values and behaviors in how you approach the work and others, while promoting a culture or regular feedback in consideration of our mission and values

Assess employee climate, tracking trends in employee behaviors and sentiment, and offering solutions to leaders

Partner with our Employee Relations, Talent Development, and Legal team to resolve employee relations issues, ensure regulatory compliance, and identify development needs for teams and individuals

What you'll bring and do:

3+ years of experience in an HR Business Partner role working with multiple levels of management

Experience working with unions and international HR is valuable

Experience with compensation, particularly RSUs, is a plus

Broad expertise in organizational behavior, change management, talent management, policy implementation, employee relations and communications

Ability to build cross-department relationships, easily gain trust and support of peers and clients and work effectively at all levels in the organization

Ability to organize and track quantitative data, analyze and identify trends, and provide actionable recommendations based on data analysis

Ability to cope effectively with change – can shift priorities easily, and is comfortable with ambiguity

Willingness to take unpopular stands when necessary and to challenge the status quo

Proven negotiation, conflict resolution, influencing and stakeholder management skills

While not required, experience with technology and/or engineering client groups is a plus