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. 

Job Description

As the head of Business Functions HR Business Partners, you will lead our current 11 member team of HR business partners whose client groups span all of The New York Times’ non-newsroom business and G&A departments and their 3,100 employees across the country and globe. You will report directly to the Senior Vice President, Global HRBPs and contribute to the continued elevation of the HR capability and reputation by ensuring the efficacy and impact of the HR group across the non-newsroom groups.

You will be a trusted advisor to leaders across the business including Executive Committee members and their leadership teams - also inclusive of senior leaders of ‘XFun’, our cross-functional 860+ person digital product organization - on their most complex talent and culture challenges and opportunities. You will adopt the role of a strategic partner who is both proactive and responsive, building trust and partnerships to advise and counsel managers and employees. You will use your experience and judgment to balance the needs of client groups to center the enterprise goals and our mission and leadership behavior expectations.

This role is located in New York, NY and this role is eligible for a hybrid working schedule.

Responsibilities:

• Be a discrete advisor, partner and coach to leaders, managers, and individual contributors, partnering with leadership to monitor how business plans and trends may affect talent needs, HR priorities and the way the groups are organized or operate

• Help leaders, managers and supervisors develop their people management skills to the level appropriate for their role

• Working with HRIS, use relevant people metrics to identify insights to shape people strategies, determine shifting talent requirements and measure the impact of policies and programs

• Lead a HRBP team of approximately 11 members who work with all departments across the non-newsroom side of the US business. Guide and support HRBPs to assess highest priority client group talent and culture needs and work with the business and broader HR group to implement solutions

• Collaborate with HR Centers of Excellence and HR leader peers to develop and roll out people strategies, policies and programs that scale, address business needs and prepare the business for the future

• Focus and support the business and the HR team in the design and execution of enterprise performance enablement and inclusion programs, providing an important interface with COEs to ensure feedback is provided to COE partners in the design phase of projects and HRBPs are kept informed in implementing programs

• Partner across HR, including with HR Leadership Team members to support quality and efficiency in HR processes

• Collaborate with International HR on any high-level or strategic HR issues that may have global reach or involve international employees

• Support complex Employee Relations and legal situations including handling investigations, employee communications and conflict mediation

• Be a primary member of Labor Strategy Steering Committee to integrate employee and business perspectives

• Demonstrate support