Our Human Resources Business Partner’s primary role is to be a trusted advisor, partnering with New York Life’s Direct business leaders and employees in the proactive delivery of all HR services. Activities include but are not limited to: managing heavy employee relations activity, acting as an advisor to NYL business leaders by defining specific talent priorities; educating employees at all levels on HR policies; representing HR’s point of view in business decisions; and ensuring the business strategy is reflected in the HR objectives. The HRBP partners with all HR delivery areas to identify solutions to business needs and implement core HR programs and policies in support of business strategy.
- Bachelors’ degree is required.
- Technical expertise – 8+ years of experience working in HR-related areas, with at least 3 years in an HR Business Partner role.
- 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 priorities. Requires breadth of expertise in HR and broad knowledge the industry with particular subject matter expertise in Employee Relations.
- Leadership – Viewed by the business as a trusted advisor providing a viewpoint on business opportunities. Effective at leading complex conversations, projects and processes, developing strategies to drive successful execution.
- Communication – Influences others, including senior leaders, in developing and implementing HR strategies; able to present to audiences of various sizes, to communicate complex ideas and persuade, and to negotiate with others.
- Problem Solving – On a daily basis, solves unique and complex problems that require the application of conceptual, concrete and innovative thinking.
- Decision Making/Nature of Impact – Guides decisions in accordance with business or functional area objectives that have an impact on organizational structure, staffing assignments, employee development plans, and compensation.