Director, HR Business Partner, TechnologyNew

The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It’s why we have a world-renowned newsroom that sends journalists to report on the ground from nearly 160 countries. It’s why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it’s why our business strategy centers on making journalism so good that it’s worth paying for.

About the Role, Mission or Department Overview

The New York Times is looking for a Director, HR Business Partner for the technology groups to support and partner with leaders, managers and employees across the technology function. You will manage a team of two, while also supporting employees directly. You will report to the VP, HR Business Partners.

The Director, HRBP plays a critical role in driving a people strategy aligned with enterprise goals. You will be the primary HR partner to support our Chief Technology Officer (CTO), managers, and employees of the technology organization - including guidance, management of the performance enablement cycle, and oversight of process/HR administration.

This role is based at The New York Times headquarters in New York, NY and is eligible for a hybrid working schedule.

Responsibilities:

• Be an advisor, partner and coach to senior leaders, managers, and individual contributors across our Technology group.
  
• Lead and develop a team of two HR Business Partners to manage multiple HR issues and support the business.
  
• Provide daily support to senior-level department leaders, managers, and employees, providing coaching, management of employee lifecycles and performance management, and oversight of process/HR administration.
  
• Lead planning, communication support and implementation of company and department-level people initiatives, developing programs and solutions to meet department needs.
  
• Partner with Centers of Excellence (COEs) to deliver impactful people initiatives to client groups. Provide COEs with clear, relevant feedback on how to refine and enhance people initiatives over time.
  
• Partner with leadership to monitor how business plans and industry trends may affect talent needs, HR priorities, and the way your client groups are organized or operate.
  
• Partner with business leaders on setting priorities and monitoring progress to create an inclusive workplace for all employees.
  
• Develop and interpret relevant people metrics to identify trends and provide insights that shape HR strategy and talent recommendations, and lead cross-functional initiatives.
  
• Collaborate with Employee Relations, Talent Management, and Legal teams to investigate and resolve employee relations issues, ensure regulatory compliance, and identify development needs for employees.
  
• Handle daily operational tasks, such as answering requests and inquiries from employees, and assisting with HRIS transactions.
  
• Demonstrate support and understanding of our value of journalistic independence and a strong commitment to our mission to seek the truth and help people understand the world.
  

Basic Qualifications:

• 10+ years of increasing HR Business Partner experience and responsibility with experience managing a range of HR disciplines; including employee relations, employment law, labor relations, talent management and development, compensation, and inclusion within technology or adjacent teams.
  
• 5+ years of experience leading people, with a focus on developing a motivated, engaged and inclusive team.
  
• Experience working with an HRIS, e.g. Workday, SuccessFactors.
  

Preferred Qualifications:

• Bachelor's degree or equivalent in HR, business, psychology or relevant field preferred - SPHR, CIPD or equivalent professional accreditation.
  
• Experience working in a matrix of functional and geographic teams in public companies, media or includes aspects of employee relations.
  
• Experience providing research/data backed ideas to create a successful employee experience that is rooted in an equitable and inclusive culture.
  
• Experience creating and scale high impact people programs with senior leaders to support an organization's goals.
  

REQ-018658

The annual base pay range for this role is between:

$175,000 - $210,000 USD

The New York Times Company is committed to being the world’s best source of independent, reliable and quality journalism. To do so, we embrace a diverse workforce that has a broad range of backgrounds and experiences across our ranks, at all levels of the organization. We encourage people from all backgrounds to apply.

We are an Equal Opportunity Employer and do not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The U.S. Equal Employment Opportunity Commission (EEOC)’s Know Your Rights Poster is available.

The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws. Individuals seeking an accommodation for the application or interview process should email reasonable.accommodations@nytimes.com. Emails sent for unrelated issues, such as following up on an application, will not receive a response.

The Company will further consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable "Fair Chance" laws.

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