Human Resources Business Partner (HRBP)
Location: Hybrid/NYC/Tri-State
Reports To: Chief People Officer
Role Summary
The Human Resources Business Partner (HRBP) is a strategic and hands‑on role responsible for supporting leaders and team members, firmwide. This position supports strategic development by driving performance management, employee relations, compliance, learning and development, and organizational change initiatives. The HRBP works closely with the Chief People Officer and business leaders to align people strategies with organizational goals while fostering a positive, inclusive, and high‑performing workplace.
Responsibilities Include:
- Employee Relations & Coaching
- Ensure all employee relations matters align with internal guidelines and regulatory requirements while promoting consistent, equitable practices across the organization.
- Provide guidance to junior HR team members to support their development and contribute to building a cohesive, high‑performing HR team culture.
- Provide coaching to managers and team members at all levels to address performance-related issues and concerns.
- Serve as a trusted advisor to managers and team members by addressing workplace concerns, coaching leaders on conflict resolution and team dynamics, and conducting fair, timely investigations with appropriate documentation and confidentiality.
- Organizational Design and Adaptation
- Partner with leaders to plan and execute organizational changes by developing clear communication plans, supporting team members through transitions, and monitoring adoption to identify where additional support is needed.
- Create and continuously refine HR resources, templates, and guidance materials that enhance manager and team member understanding of key processes and policies.
- Evaluate HR processes and recommend enhancements for efficiency and scalability while leading or supporting projects such as workflow redesign, automation, and documentation, and championing a culture of continuous improvement and team‑member‑focused solutions.
- Generate and interpret HR metrics to inform decision‑making.
- Performance and Talent Management:
- Support leaders in developing/managing high-potential talent and addressing performance gaps.
- Support professional development planning and collaborate with HR team and vendors to design and deliver training programs.
- Conduct regular check‑ins with new hires to support their integration, address questions, and reinforce a positive onboarding experience
- Manage offboarding process including conducting exit interviews and partnering with Legal as needed.
- Compensation
- Guide managers and team members through mid-year and annual performance review processes.
- Partner with HR and Finance to manage the year‑end compensation review process, ensuring accuracy, equity, and alignment with organizational guidelines.
- Compliance & Policy
- Ensure compliance with federal, state, and local employment laws by maintaining strong internal controls, accurate documentation, and up‑to‑date policies; monitor regulatory changes and partner with HR & Legal teams to adjust processes accordingly.
- Provide clear guidance and training on compliance expectations, policy updates, and ethical practices while supporting audits and reinforcing consistent application of company policies.
- Support the development and maintenance of the team member handbook, ensuring content reflects current laws, internal standards, and organizational values.
- Maintain accurate team member data and support HR workflows (e.g. transfers, terminations).
Qualifications / Preferred Skills & Competencies
- Bachelor’s degree in Human Resources, Business Administration, or related field.
- 7-10 years of progressive HR experience, including HRBP or generalist responsibilities.
- Experience managing employee relations cases and performance management cycles.
- Strong knowledge of employment laws and HR best practices.
- Proficiency with HRIS platforms and Microsoft Office Suite (Excel, Word, PowerPoint, etc.)
- Demonstrated ability to build strong relationships and influence leaders.
- Strong business acumen and consultative mindset.
- Excellent communication, facilitation, and coaching skills.
- Analytical thinker with the ability to interpret data and drive decisions.
- Ability to navigate ambiguity and manage multiple priorities.
- High emotional intelligence, discretion, and commitment to confidentiality.
Success Indicators
- Builds trusted partnerships with leaders and team members.
- Improves manager capability through collaboration, coaching, and training.
- Enhances HR processes and drives measurable improvements.
- Uses data to influence decisions and demonstrate impact.
- Supports a culture of accountability, inclusion, and continuous learning.
- Prioritizes responsiveness, communication, and commitment to providing solutions-driven support to leadership and team members firmwide.
