Senior Human Resources Business Partner for Foundational Business

Location Designation: Hybrid 

 

 

When you join New York Life, you’re joining a company that values career development, collaboration, innovation, and inclusiveness. We want employees to feel proud about being part of a company that is committed to doing the right thing. You’ll have the opportunity to grow your career while developing personally and professionally through various resources and programs. New York Life is a relationship-based company and appreciates how both virtual and in-person interactions support our culture.

 

 

As the Senior Human Resources Business Partner for the Product Solutions team in our Foundational business, you will partner with HR professionals across various disciplines to support the strategic development and execution of talent related priorities and desired business outcomes. You will serve as a key advisor to the Head of the Product Solutions Value Stream and leaders of each product area.

 

As a trusted advisor, you will partner with senior leaders, managers, and employees in the proactive delivery of all HR services. Activities include but are not limited to: acting as an advisor to the Head of Product Solutions and each product area leader; supporting talent priorities; educating employees at all levels on HR solutions; representing HR’s point of view in business decisions; and ensuring the business strategy is reflected in HR objectives. This role is supported by HR partners that identify and provide solutions to business needs and implement core HR programs and policies in support of business strategy.  The role will report to the Executive HR Business Partner who oversees Human Resources for New York Life’s  Foundational Business.  The role will be based in New York, at our corporate headquarters.

 

Key Responsibilities

 

Employee Relations

• Partner closely with Employee Relations on business/functional areas on ER matters, including issues such as policy violations, performance issues, accommodations, job eliminations, etc.
• Provide guidance to managers on policies, procedures, and communications.

 

Talent & Organization Development

• Develop and implement a talent strategy that supports the short- and long- term investments businesses strategies, enterprise initiatives, and achievement of overall business objectives.
• Provide HR subject matter expertise on organizational design or other key organizational impacting initiatives such as engagement/operating model changes, mergers, acquisitions, and business relocations.
• Work with business leadership to discern the current and future business needs to evaluate bench strength in key positions via established HR activities (e.g., Talent & Organization Planning).
• Facilitate talent development discussions amongst business leadership (e.g., 9-box talent review discussions, targeted individual development planning, nominations for development programs).

 

Talent Acquisition

• Work with business leadership to define workforce planning, strategies, and plans. 

 

Compensation

• Partner with the HR Compensation function in gaining knowledge of pay reference points and market data.
• Counsel senior leadership and assist managers through the annual compensation cycle.

 

Diversity & Inclusion

• Partner with the Chief Diversity Officer and DE&I Center to define and execute multi-year strategy to attract and advance underrepresented talent and drive an inclusive culture.

 

HR Data & Analytics

• Leverage internal and external data, trends, analytics, and insights to assess talent gaps, forecast resource needs, and model future scenarios to accurately identify and prioritize talent risks and opportunities.

 

Candidate Profile

 

• Leadership – Viewed by the business as a trusted advisor providing a perspective on business opportunities. Effective at leading complex conversations, projects, and processes, and developing strategies to drive successful execution.  Strategic leader of a team of other HR Business Partners in support of various priorities.
• Technical expertise with a minimum of 10 years’ experience working as an HR Business Partner, preferably in the financial services, insurance or asset management.    
• Strategic mindset with a drive to execute and get into the details when needed.  
• HR Functional knowledge – Recognized as a professional with detailed understanding of employee relations, talent acquisition, learning and organization development, compensation, benefits, and diversity and inclusion to advise business/functional area leaders on shaping a work force that meets their