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

About the Role

The New York Times is looking for an HRBP to support employees and leaders in the newsroom across our Lifestyle and Culture desks, and our magazines.  Reporting to the director of HRBPs, you will provide guidance and solutions to client groups on people related matters. While you will support the daily needs of employees on the Culture and Lifestyle desks and the magazines, they will join a team that supports the newsroom as a whole.

The HRBP plays a critical role in driving a people strategy aligned with our goals, mission and values. The HRBP provides daily HR support for the leaders, managers and employees of client group(s), including guidance, management of the performance enablement cycle, and oversight of process/HR administration. Working with HR Leadership Team (HRLT) members, HRBP and Center of Excellence (COE)/Subject Matter Expert (SME) peers, and client group leadership, the HRBP helps to develop people initiatives within their client group(s), ensuring everyone has the same understanding of what success is. Being a trusted advisor and partner to client group leadership – and providing insights and perspective to HR and company leadership – the HRBP identifies issues and opportunities affecting the business, and offers practical ways to address them.

Responsibilities:

• Build relationships with employees and leaders across the Culture and Lifestyle desks, Sunday Magazine, and T Magazine. Be a trusted partner who anticipates needs and recommends solutions by providing credible guidance, advice, and support.

• Gain an understanding of how your departments work so you can be on the lookout for future trends, internally and externally, to share with and best support your leaders.

• Provide daily guidance to line managers and leaders around performance enablement (coaching, career development, performance feedback, etc.), succession planning, change management, and more, all to ensure teams have the talent and resources necessary to achieve their goals.

• Assess employee climate, track trends in employee behaviors, and offer solutions to leaders (employee pulse surveys, exit and stay interviews, and check-ins are examples of tools to help with assessments).

• Partner with the broader HR organization, partnering with the legal and labor relations departments, to deliver programs that meet our needs and serve as the point person with clients to manage and resolve complex employment issues.

• Work with Talent Development to identify training and other organizational development needs for teams and individuals.

• Lead/implement complex HR programs that improve talent management departments across your client departments (job profile review, reporting structures, recruiting processes, compensation studies, and more).

• Develop, track, and draw on relevant people metrics to provide insights that help improve business decisions.

• Demonstrate support and understanding of our value of journalistic independence and a strong commitment to our mission to se