VP, Executive Human Resources Business Partner

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 Executive Human Resources Business Partner for New York Life Corporate departments, you will partner with Executive Committee members and lead the creation and execution of talent strategies for New York Life’s corporate departments to advance HR strategic development and execution of talent related priorities and desired business outcomes.  You will manage a team of HR Business Partners, partner with HR professionals across various disciplines, and serve as a key advisor to the CFO, General Counsel, and head of Strategic Capabilities, which includes Technology and Data & Analytics.  This role also partners closely with senior leaders who lead key business areas for our Corporate departments.

 

As a trusted advisor, you will partner with senior leaders, managers, and employees in leading a team that proactively delivers HR services with a focus on strategic priorities and business solutions. Activities include but are not limited to: acting as an advisor to Corporate departments’ senior leadership teams; 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 reports to the Senior Vice President and Head of Human Resources Business Enablement team.  The role is based in New York, at our corporate headquarters.

 

Key Responsibilities

 

Manage team of HR Business Partners

• Manage a team of HR Business Partners (HRBPs) to deliver HR services across Corporate departments.
• Collaborate with the Executive HRBPs of the Foundational Business and Strategic Businesses to connect the dots and provide holistic support across the company.

 

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 leaders and managers on policies, procedures, and communications.

 

Talent & Organization Development

• Develop and implement a talent strategy that supports the short- and long- term corporate 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., 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, Equity & 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 thoughtful perspective on business opportunities. Effective at leading complex conversations, projects, and processes, and d