Director, HR Business Partner, Advertising

United States·New Yorkexecutive

Hr SpecialistPeople

0 views0 saves0 applied

Apply Now

Quick Summary

Key Responsibilities

Be an advisor, partner and coach to senior leaders, managers, and individual contributors across our Advertising group.

Requirements Summary

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,

Technical Tools

Hr SpecialistPeople

About the Role

~1 min read

The New York Times is looking for a Director, HR Business Partner for the Global Advertising group to support and partner with leaders, managers and employees across the Advertising, Marketing, Communications, Licensing, and Strategic Partnerships functions. You will manage a team of two, while also supporting employees directly. You will report to the SVP, Global 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 Advertising Officer and SVP, Partnerships, managers, and employees of the assigned client groups - 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

~2 min read

→Be an advisor, partner and coach to senior leaders, managers, and individual contributors across our Advertising 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.

Requirements

~4 min read

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 Advertising or adjacent creative 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.

Bachelor's degree or equivalent in HR, business, psychology or a relevant field.
SPHR or equivalent professional accreditation.
Experience working in a matrixed global public company. Advertising, Media or similar industry.
Experience providing research/data backed ideas to create a successful employee experience that is rooted in an equitable and inclusive culture.
Experience creating and scaling high-impact people programs with senior leaders to support an organization's goals.

REQ-020260

The annual base pay range for this role is between:

$185,000—$205,000 USD

For roles in the U.S., dependent on your role, you may be eligible for variable pay, such as an annual bonus and restricted stock. Benefits may include medical, dental and vision benefits, Flexible Spending Accounts (F.S.A.s), a company-matching 401(k) plan, paid vacation, paid sick days, paid parental leave, tuition reimbursement and professional development programs.

For roles outside of the U.S., information on benefits will be provided during the interview process.

We’re excited to learn more about you and your experience. To keep our hiring process as fair and authentic as possible, we ask that you submit your own work and not use GenAI tools to generate substantive content during the application and interview process.

If you’re an Engineering candidate, we’ll let you know what specific GenAI tools you are permitted to use for your technical assessment.

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 here.

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 encourages those with criminal histories to apply, and will consider their applications in a manner consistent with applicable "Fair Chance" laws, including but not limited to the NYC Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act.

For information about The New York Times' privacy practices for job applicants click here.

Please beware of fraudulent job postings. Scammers may post fraudulent job opportunities, and they may even make fraudulent employment offers. This is done by bad actors to collect personal information and money from victims. All legitimate job opportunities from The New York Times will be accessible through The New York Times careers site. The New York Times will not ask job applicants for financial information or for payment, and will not refer you to a third party to do so. You should never send money to anyone who suggests they can provide employment with The New York Times.

If you see a fake or fraudulent job posting, or if you suspect you have received a fraudulent offer, you can report it to The New York Times at NYTapplicants@nytimes.com. You can also file a report with the Federal Trade Commission or your state attorney general.