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hr operations & business partner manager

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manager of human resources Jobs in New York

manager of human resources

hr manager

Scientific Search

<div>
 Manager, Human Resources
 
 
 Salary: $120k base plus bonus
 
 
 Location: New York City &ndash; Hybrid Onsite (3 days per week)
 
 
 Our global pharmaceutical client has tasked Scientific Search with finding them an HR Manager. This role will function as a business partner providing a range of HR activities over the employee lifecycle, including recruitment, compliance, employee relations, and performance management.
 
 
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Responsible for recruitment in the US
 </li>
 <li>
 Conduct new hire orientations and ensure efficient onboarding of all new hires
 </li>
 <li>
 Support managers with all their HR needs and requirements, responding in a timely manner to all HR related requests.
 </li>
 <li>
 Respond to employee relations issues, following up appropriately with corrective actions.
 </li>
 <li>
 Design, support and execute initiatives to drive employee retention and reduce attrition; assist with rolling out employee engagement initiatives.
 </li>
 <li>
 Assist in delivering global and US HR strategy, engaging with US teams / individuals to support them in achieving their objectives.
 </li>
 <li>
 Ensure compliance.
 </li>
 <li>
 Employee handbook is up to date, compliant with labor code, and adhered to by US employees.
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 6 years of HR Experience with 2 years of management exp.
 </li>
 <li>
 Experience within pharmaceutical/Biotech Industry is a plus
 </li>
 <li>
 Engaging interpersonal Skills, Innovative Collaboration, Adaptive Flexibility, Forward Thinking.
 
 
 </li>
 </ul>
 How To Apply: We&rsquo;d love to see your resume, but we don&rsquo;t need it to have a conversation. Send us an email to tom@scientificsearch.com and tell me why you&rsquo;re interested. Or, feel free to email your resume.
 
 
</div>

Manager of Human Resources

The Crowd

<div>
 
 
 About the Role:
 
 
 
 We are delighted to be partnering with a highly respected architecture and design practice to appoint a HR Manager to join their New York studio.
 
 
 
 
 
 This is a key position within a thoughtful, people-focused organization known for its collaborative culture and design excellence. Working closely with senior leadership, you will help drive HR strategy while providing hands-on support across day-to-day people operations. Responsibilities include overseeing recruitment, onboarding, performance management, policy development, and employee engagement.
 
 
 
 
 
 Our client fosters a collaborative and inclusive work environment, promoting open communication and shared values. They offer a competitive compensation package that emphasizes personal well-being, pay equity, and professional development.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 Serve as the primary HR contact, providing guidance and support across the studio
 </li>
 <li>
 Implement HR strategy and influence a positive organizational culture
 </li>
 <li>
 Lead end-to-end recruitment, onboarding, and offboarding processes
 </li>
 <li>
 Manage performance reviews and employee development initiatives
 </li>
 <li>
 Assist managers with employee relations, including conflict resolution and performance discussions
 </li>
 <li>
 Maintain and update HR policies and the employee handbook
 </li>
 <li>
 Oversee benefits administration, payroll coordination, and annual compensation reviews
 </li>
 <li>
 Ensure compliance with employment laws and HR best practices
 </li>
 </ul>
 
 
 
 
 
 Key Skills/Requirements:
 
 
 <ul>
 <li>
 5+ years of experience in an HR role, ideally within a creative or professional services environment
 </li>
 <li>
 Strong understanding of HR operations, employment laws, and best practices
 </li>
 <li>
 Confident communicator with excellent written, verbal, and interpersonal skills
 </li>
 <li>
 Highly organized, detail-oriented, and able to manage multiple priorities
 </li>
 <li>
 Diplomatic, empathetic, and comfortable handling confidential information
 </li>
 <li>
 Bachelor&rsquo;s degree in HR or a related field preferred; HR certifications a plus
 </li>
 </ul>
 
 
 
 
 
 To apply for this position please click on the apply button to attach your resume (and portfolio for design positions).
 
 
 
 
 
 
 
 By applying for this role, you are confirming that you agree to our Privacy Policy (full details are shown at the bottom of our website), and that all details submitted by you are correct and to the best of your knowledge.
 
 
 
 
 
 
 
 The Crowd is an equal opportunities employer and agency.
 
 
</div>

Human Resources Manager

Chelsea Lighting

<div>Chelsea is strengthening its workforce and laying the foundation for a more capable, aligned, and future-ready organization. To support this next stage of growth, we are hiring a Talent &amp; Development Manager, a high-impact HR leader who will design, deliver, and continuously improve the programs that build workforce capability, elevate talent practices, and strengthen employee experience.

This is a hands-on role for a self-starter who enjoys building programs from the ground up, partnering across the business, and enabling employees and leaders to do their best work.
About the Role
The Talent &amp; Development Manager owns the programs and processes that build employee capability, enhance culture, and support a strong talent pipeline. This includes employee development, full-cycle talent acquisition, performance management, onboarding, training, and manager enablement. The role balances operational ownership (~60%) with strategic leadership (~40%), making it ideal for someone who wants to execute while also shaping long-term HR programs.
Key Attributes
Self-Starter With Team Orientation
<ul><li>Proactive, takes ownership, and moves work forward independently
</li><li>Motivated by doing high-quality work that strengthens shared goals and relationships
</li></ul>People-Centered Relationship Builder
<ul><li>Builds trust quickly with employees and leaders
</li><li>Uses collaboration to uncover gaps, solve problems, and drive outcomes
</li></ul>Able to Manage Many Development Threads Simultaneously
<ul><li>Balances multiple coaching needs, development plans, and performance issues at once
</li><li>Responds quickly and thoughtfully to emerging challenges
</li></ul>Balanced Decision-Maker (Structure + Big Picture)
<ul><li>Understands policy, process, and detail
</li><li>Can zoom out to consider broader business impact, culture, and operational context
</li><li>Guides leaders towards consistent best practices
</li></ul>Flexible, Curious, and Solutions-Oriented
<ul><li>Thrives in environments where programs must be built from scratch
</li><li>Brings creative problem-solving and a continuous-improvement mindset
</li></ul>Primary Duties &amp; Responsibilities

Employee Development (~50%)
<ul>
<li>Build and run the performance management cycle, including goal-setting, check-ins, and annual reviews
</li><li>Design, deliver, and track learning and development programs (technical, leadership, and professional skills)
</li><li>Support managers with coaching tools, performance conversations, and development strategies
</li><li>Implement career pathing frameworks for field and office roles
</li><li>Maintain multi-person development plans; track progress and intervene quickly when issues arise
</li><li>Reinforce core values and culture through development practices
</li><li>Respond in real-time to coaching moments, performance concerns, and emerging development needs
</li></ul>Talent Acquisition &amp; Recruitment (~40%)
<ul><li>Own full-cycle recruiting: sourcing, screening, interviewing, hiring, and workflow management
</li><li>Develop sourcing strategies for skilled trades, technical roles, and office roles
</li><li>Train managers on structured interviewing
</li><li>Own the onboarding and orientation program end-to-end
</li><li>Manage candidate communications, pipelines, metrics, and early-tenure turnover
</li><li>Strengthen the Employee Value Proposition (EVP) and employer brand
</li><li>Execute interviews, coordinate hiring processes, and support hiring decisions
</li></ul>Cross-Functional HR Support (~10%)
<ul><li>Assist with HR processes such as policies, engagement, employee relations, leave management and HR compliance
</li><li>Support communication of compensation, rewards, and benefits programs
</li><li>Provide HR support to employees and leaders across the organization
</li></ul>Qualifications
<ul><li>7-10+ years of HR experience with strong exposure to Talent Acquisition and L&amp;D
</li><li>Experience building HR programs in a small or growing organization preferred
</li><li>Strong communication, facilitation, and relationship-building skills
</li><li>Ability to balance detail and structure with flexibility and judgment
</li></ul>Why Chelsea?

Chelsea Lighting is the largest supplier and provider of project management services for lighting in the New York City area. Serving the NYC real estate, design and construction communities, our commitment to provide value-added, best-in-class customer service remains pervasive in everything we do.
With expertise in light fixtures and lighting controls and the related logistics, technology and project management, our team of experts have been involved in the largest, most complex, high-profile construction projects in the NYC area.
Chelsea Lighting&rsquo;s success is driven by its commitment to train, develop, and reward our people.
We are not a retail store, manufacturer, or designer. We are not a general or electrical contractor and we do not have oversight of or perform the installation of the electrical fixtures and/or controls, nor do we employ electricians. Chelsea Lighting is the company that builders/contractors/building owners rely on to coordinate all the lighting and associated technological project management aspects of a construction project - find, purchase, warehouse, manage logistics, control, program, commission, troubleshoot, regularly meet with the contractor/client to discuss construction schedule adherence and milestones, and offer creative solutions for problem resolution.

Working at Chelsea is being part of an all-star team of dedicated high performers with a winning culture presenting a long-term career filled with opportunities and some fun!</div>

Talent and Development Manager

JCPenney

<div>Overview:

We are looking for a data-driven and strategic HR Analytics and Reporting Manager to lead our HR data, analytics, and insights function at Catalyst Brands. This role transforms workforce data into actionable insights that drive predictive insights and digital decision tools that enhance both business performance and the associate experience across the organization. This role also drives Catalyst&rsquo;s data and intelligence agenda for the people organization and drive the use of advanced analytics in HR. The ideal candidate will combine strong analytical expertise with leadership, collaboration, and a passion for continuous improvement to build a truly data-informed HR culture. 
Location: Plano, TX or New York City Based - Hybrid - In office 3 days per week 

Responsibilities:
<div>
Lead Strategic HR Analytics Initiatives: 
<ul><li>Oversee the HR Analytics and Reporting function responsible for HR data, insights, and governance. Translate HR and business strategies into impactful dashboards and analytics that guide decisions around talent, engagement, and workforce planning.</li></ul>
Deliver Operational Excellence: 
<ul><li>Manage the creation and automation of HR reports and dashboards using predictive models that forecast talent movement, engagement, DEI, and workforce risk covering key metrics such as headcount, turnover, recruiting, and compensation. Ensure accuracy, consistency, and compliance across multiple HR systems (e.g., HCM, ATS, Payroll).</li></ul>
Drive Continuous Improvement: 
<ul><li>Identify opportunities to streamline and automate data processes through technology and innovation. Introduce advanced analytics, predictive modeling, and visualization tools to enhance insight delivery and scalability.</li></ul>
Build Team Capability: 
<ul><li>Develop and coach the HR analytics function to strengthen data storytelling, analytical thinking, and stakeholder management skills. Lead the implementation and adoption of advanced analytics tools including predictive analytics and AI</li></ul>
Collaborate Across the Organization: 
<ul><li>Partner with HR Business Partners, Centers of Excellence, IT, and Finance to ensure alignment on metrics, data governance, and strategy. Act as a trusted advisor to senior HR and business leaders, providing clear, actionable insights that inform strategy.</li></ul>
Enhance Communication and Impact: 
<ul><li>Present findings to executive leadership with clarity and confidence, translating data into narratives that drive understanding and action. Ensure consistent, transparent communication of key metrics across HR.</li></ul></div> 

Qualifications:

Core Competencies &amp; Accomplishments:<ul><li>
5&ndash;8 years of HR analytics, reporting, or HRIS experience (PeopleSoft experience preferred)</li><li>
Bachelor&rsquo;s degree in human resources, Data Analytics, Computer Science, or a related field (Master&rsquo;s preferred)</li><li>
Proven success implementing analytics frameworks and visualization tools (Micro Strategy, Oracle Analytics Cloud, Power BI, or similar). Advanced Microsoft Excel and data modeling proficiency</li><li>
Experience in implementing autonomous dashboards including AI platforms/tools to enhance strategic foresight and predictive analytics</li><li>
Expertise in HR data governance and data integrity. Holistic understanding of how HR data flows across enterprise systems and automation platforms.</li><li>
Demonstrated ability to partner with HR and business leaders to shape workforce strategies</li><li>
Excellent problem-solving, critical thinking, and communication skills; able to simplify complex data into clear insights.</li><li>
Strong collaboration and influencing skills with a focus on results, accountability, and continuous improvement. Champion a culture of accountability, learning, and innovation across HR Operations and Systems.</li><li>
Though the role is an individual contributor, leadership experience including managing a team or function is highly preferred</li></ul> 
What you get: 
Enjoy a rewarding career at Catalyst, where we offer a competitive benefits package, a vibrant work environment, and the opportunity to make a difference with America's most iconic retail brands.<ul><li>
A meaningful role: Join a team that drives the future of HR decision-making through insights, innovation, and analytics excellence.</li><li>
Comprehensive Benefits: Medical, dental, and vision coverage starting day one, term life insurance, paid vacation and holidays, 401(k) with company match, and associate discounts across all Catalyst Brands.</li><li>
Growth opportunities: We invest in your success through development programs, mentorship, and opportunities to advance your career within Catalyst&rsquo;s growing HR organization.</li><li>
Collaborative culture: Work in an environment built on teamwork, respect, and shared purpose&mdash;where your voice and expertise help shape the future of our people strategy.</li></ul> 
About Catalyst: 
Catalyst Brands reflects the bringing together the rich heritages of our brands with modern excitement and a new vision for success. Six iconic brands came together under a unified powerhouse portfolio to celebrate the essence of American style. We will leverage our rich history, resources and best-in-class industry talent to further build the success of our brands. At Catalyst we are united in one shared purpose: We exist to ignite America&rsquo;s most beloved retail brands to make fashion accessible to all.
For more opportunities to join our team please visit our careers page.
Pay Range: USD $85,000.00 - USD $130,000.00 /Yr.</div>

HR Analytics and Reporting Manager

Societe Generale

<div>
 Reference 25000P3U
 
 
 
 Responsibilities
 
 
 
 The HR Business Partner is responsible for the management and development of human capital for a specific population of the Business, i.e. front office business lines or support functions. The HR Business Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group, as well as providing advice and guidance in relation to all employee lifecycle components in their scope.
 
 
 This role will partner with and support an HR lead in all areas described below.
 
 
 Day to day responsibilities include but not limited to:
 
 
 Career Management and Mobility
 
 
 <ul>
 <li>
 HR advisory to the Business
 </li>
 <li>
 Provides guidance and advice to Business Partners in all aspects of performance management
 </li>
 <li>
 Advises Business Partners on strategic HR planning
 </li>
 <li>
 Ensures accuracy in the HR systems of data pertaining to staff
 </li>
 <li>
 "Knows" their client group, develops and maintains this knowledge through active involvement and strong communication
 </li>
 <li>
 Advises and supports employees with regard to internal career management
 </li>
 <li>
 Be an active participant in transversal HRBP projects such as succession planning, promotion processes, end of year reviews, reduction in force
 </li>
 <li>
 Keen sense of urgency and aptitude for operating in a fluid and fast paced team dynamic
 </li>
 <li>
 Ability to work across Business Lines and influence effectively
 </li>
 <li>
 Supports the formulation of appropriate training and development plan and influences the local training offering
 </li>
 <li>
 Partners with management to identify talents and key resources in their client group, and gain a deep knowledge of those staff
 </li>
 <li>
 Proactively works with the Business to ensure that each "key" employee has the necessary development plans
 </li>
 <li>
 Educates and promotes the use of managerial tools and training resources
 
 
 </li>
 </ul>
 Recruitment
 
 
 <ul>
 <li>
 HR advisory to the Business - With the management and COOs of their client group, the HR Business Partner is involved in working on staff plans (additional/replacement hires) and is responsible for their implementation, giving insight on appropriate time frames, targeted profiles, sourcing channels and any other relevant HR-related issues.
 </li>
 <li>
 Global efficiency - The HR Business Partner works with recruitment as the point of contact for all hires within their client group and leads the recruitment process. Specifically, the HR Business Partner:
 </li>
 <li>
 Supervises upstream budgetary agreements for job openings in conjunction with the client group COO team
 </li>
 <li>
 Partners with recruiter and hiring manager to define a specific recruitment strategy for each vacancy
 </li>
 <li>
 Assists with the candidate selection and interview process in conjunction with line management
 </li>
 <li>
 Participates in the negotiation of financial and legal terms and conditions, in accordance with the applicable delegation rules
 </li>
 <li>
 Works with immigration team as needed to initiate or transfer visas
 </li>
 <li>
 Partners with the junior program team on incoming summer/full time analysts integrating into their business lines
 </li>
 <li>
 The HR Business Partner is the gatekeeper for the recruitment process and associated internal policy, including, but not limited to, sourcing channels, external providers selection, compensation rules, and contractual provisions.
 
 
 </li>
 </ul>
 Exit Management
 
 
 <ul>
 <li>
 Proactively supports managers to prevent unnecessary redundancies by anticipating short- and long-term business needs
 </li>
 <li>
 Develops and trains managers in all aspects of managing poor performance
 </li>
 <li>
 Gathers data from exit interviews and supplies back to managers to identify trends/risks
 </li>
 <li>
 Leads employee relations cases including rationalization/redundancy plan and individual terminations when required
 </li>
 <li>
 Carries out all terminations for the business line they support
 </li>
 <li>
 Supports the Business in mitigation of legal risks in conjunction with grievance/disciplinary/redundancy processes.
 
 
 </li>
 </ul>
 
 Compensation
 
 
 
 <ul>
 <li>
 Delivers regular market intelligence to managers and manages position matching for industry benchmarking
 </li>
 <li>
 Advise Business Partners with the compensation review of their teams, anticipating strategic planning
 </li>
 <li>
 Work with the Specialist team to build packages for recruitment, mobility, departure and retention
 </li>
 <li>
 Coordinates the annual compensation review for their client group with the specialist teams
 
 
 </li>
 </ul>
 
 Required
 
 
 
 
 Profile required
 
 
 
 DIVISION DESCRIPTION:
 
 
 With a team of over 50 highly engaged, diverse, and innovative HR professionals located in the US, Canada, and Brazil, the Americas Human Resources team is dedicated to acquiring, developing, advising, and promoting talents focused on how to best meet and exceed the needs of our business partners. As strategic partners to the Business, we are committed to providing staff with value-added programs and policies, a competitive compensation and benefits package, and a diverse, inclusive, respectful, safe, and employee-centric environment where all can thrive to achieve their best potential. The HR team is composed of 5 teams: (1) Strategy, Transformation and Talent Acquisition, (2) Career Advisory, (3) Diversity, Talent, and Development, (4) Total Rewards, and (5) Projects, Efficiencies, and Analytics.
 
 
 SKILLS AND QUALIFICATIONS:
 
 
 Required:
 
 
 <ul>
 <li>
 Strong sense of accountability and ownership
 </li>
 <li>
 Strong organizational and time management skills
 </li>
 <li>
 Ability to work effectively in a team environment and ability to adapt to a rapidly changing business and regulatory environment
 </li>
 <li>
 Identify, resolve and escalate issues, risks, action items and decisions
 </li>
 <li>
 Coordinate the involvement of external consultants as needed
 </li>
 <li>
 Develop and deliver reporting and tracking of projects
 </li>
 <li>
 Document and report project status to key stakeholders
 </li>
 <li>
 Balance multiple duties efficiently and effectively
 </li>
 <li>
 Process oriented and ability to see bigger picture
 </li>
 <li>
 Detail oriented and organized
 </li>
 <li>
 Ability to influence appropriate levels of management and provide sound guidance in real time
 </li>
 <li>
 Computer proficiency: Microsoft Office (Excel, Word, PowerPoint)
 
 
 </li>
 </ul>
 
 Prior Work Experience
 
 
 
 <ul>
 <li>
 3 to 5 years of Human Resources Business Partner experience in a similar capacity, preferably within financial services
 
 
 </li>
 </ul>
 EDUCATION
 
 
 <ul>
 <li>
 Bachelors Degree
 
 
 </li>
 </ul>
 
 Business insight
 
 
 
 Societe Generale is committed to offering an inclusive recruitment experience to all candidates. If you require any reasonable accommodations during the recruitment process, please do not hesitate to let our Recruiters know.
 
 
 
 OUR CULTURE:
 
 
 
 At Societe Generale, we live by our 4 core values of commitment, responsibility, team spirit and innovation. We are engaged and demonstrate consideration for others. We act ethically and with courage. We focus our talent and energy on collective success. We experiment and propose new ideas. This way, we maximize our ability to serve client needs and anticipate market changes. Societe Generale is committed to strengthening bonds with colleagues, communities, and the world in which we live, because relationships are at the heart of how we operate. For more information about our Culture and Conduct initiatives, please visit this link (https://americas.societegenerale.com/en/careers/get-know-culture/)
 
 
 
 DIVERSITY, INCLUSION &amp; BELONGING (&ldquo;DIB&rdquo;):
 
 
 
 Our DIB Mission: Recruit, develop, retain and advance a talented workforce that is united in our efforts to leverage our talent and further develop an inclusive environment that will enhance our competitive position and deliver innovative solutions to our clients. It seeks to foster an environment where employee differences are valued and where all employees feel engaged, supported, respected, and informed. For more information about our DIB initiatives, please visit this link: https://americas.societegenerale.com/en/careers/get-know-diversity/
 
 
 
 HYBRID WORK ENVIRONMENT:
 
 
 
 Societe Generale offers a hybrid work arrangement that offers employees the flexibility to work remotely, as well as on-site, in order to promote interaction and collaboration with colleagues while adhering to all SG standard protocols. Hybrid work arrangements vary based on business area. The applicable business lines will determine and communicate the work arrangements that best meet their business needs.
 
 
 
 COMPENSATION:
 
 
 
 Base salary range does not include overtime pay, bonus and/or other benefits, where applicable. Actual base salary offer will vary based on skills and experience. The role is eligible for an annual discretionary bonus and includes a competitive benefits package including 401(k) plan with company match, medical/dental/vision, and other benefits for fertility, wellness, student loans and commuters.
 
 
 
 Diversity and Inclusion
 
 
 
 Societe Generale is an equal opportunity employer, and we are proud to make diversity a strength for our company. We are committed to recognizing and promoting the talents and achievements of our employees and staff, regardless of race, religion, color, national origin, sex, disability, age, gender, sexual orientation, and any other characteristic or status protected under applicable law.
</div>

HR Business Partner

Accordion Partners

LOCATION
 New York City
 DEPARTMENT
 Business Operations
 
Company Overview
 
We are the better way to work in finance. As private equity’s value creation partner, we sit at the heart of PE—where sponsors and CFOs meet. Through financial consulting rooted in data, technology, and AI, we help clients drive value—supporting the office of the CFO to drive end-to-end value creation.
 
If you crave challenging work and are looking to grow, come solve complex issues alongside 1,400+ finance & technology experts in a supportive, collaborative environment.
 
Backed by premier private equity firms and headquartered in New York with 10 offices around the globe, we are a high-growth, entrepreneurial firm looking for people who want to be part of building something great. Come make your mark.
 
Position Overview
 
Accordion is seeking a hybrid People Business Partner (HRBP) and HR Project Manager to join our growing People Team. The ideal candidate is a hungry, creative, and detail-oriented individual who is eager to make their mark on all things people at Accordion. This is a unique role with the ability to toggle between traditional HRBP responsibilities and serve as a critical project manager, partnering closely with the global HRBP Team to help drive a number of critical people programs spanning all of our practice areas.
 
This exciting new role will work with multiple levels of leadership to develop, influence, and execute HR strategies and programs. This individual must understand our business model and functional priorities and act as a liaison between teams, while assessing people's needs in areas such as performance management, learning and development, organizational development, coaching, career pathing, compensation, employee relations, and employee engagement. The ideal candidate will combine strong project management skills with a solid understanding of HR functions, business analysis, and stakeholder communication.
 
Above all, we are looking for someone who can diagnose problems with an analytical mindset and collaborate with colleagues to provide practical solutions. Most importantly, this role will work cross-functionally to deliver value-add strategic people business partnering and project management that reflects Accordion’s core values and helps further our high-performance culture.
 
This position will be based in our New York City office with the flexibility to work remotely 2 days a week, blending the best of both worlds for efficiency and collaboration. Ideal candidates should be local to the desired location.
 
This position is not eligible for immigration sponsorship.
 
What You’ll Do: 
Take a data-driven approach to deliver our ambitious people agenda and in an effort to support our firmwide growth strategy
 Project manage and support key people initiatives like performance management, learning and development, organizational development, coaching, career pathing, compensation, employee relations, and employee engagement
 Build and foster trusting partnerships with internal clients, acting as a point of contact, coach, partner, and confidant to employees across the entire employee lifecycle
 Assume tactical People Business Partner responsibilities and serve as a strategic business advisor to deliver key people priorities in support of business strategy
 Analyze trends and metrics within the People Team to help inform our people strategy
 Ability to be agile and “think on your feet” – assist on projects when needed and forget the concept of working in silos; we are looking for someone who is results-oriented and can seamlessly contribute when called upon
 
You Have: 
5 to 7 years of progressive HR Business Partner experience with a proven ability to act as a true thought partner in the HRBP role
 Bachelor’s degree in a related field
 Experience in Consulting, Finance, or Private Equity
 Proven ability to partner and influence leaders to help drive people strategy and deliver upon business objectives, in partnership with senior HRBPs
 Ability to act as an ambassador of our core values
 Experience working in a fast-paced, high-growth environment
 Strong project management, communication, and collaboration skills
 Ability to develop and manage project and resource plans
 Broad experience and specific knowledge of performance management, learning and development, organizational development, coaching, career pathing, compensation, employee relations, and employee engagement
 
You Are: 
Hungry, bright, and positive; you demonstrate great judgment and are proactive
 Excited to be part of a growing team, with a focus on driving future growth
 Passionate about accuracy and have strong attention to detail
 Independent and individually motivated with high integrity, but can also work effectively in a team
 A creative problem solver with outstanding oral and written communication skills
 Process-oriented, but you also challenge convention
 Strongly proficient in Excel and PowerPoint
 Consummate team player; we are a small but scrappy People Team and are looking for someone who is willing to “roll up their sleeves” and take on whatever people-related challenge is throw their way
 
The annual salary for this role ranges from: $100,000 to $120,000 + benefits + bonus.
 
Actual compensation packages are determined by evaluating a wide array of factors unique to each candidate, including but not limited to skill set, years and depth of experience, education, certifications, cost of labor and internal equity.
 
Accordion is an Equal Opportunity Employer. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.
 
Please note that as per Accordion policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters are engaged to provide candidates for a specified opening and in alignment with our inclusive diversity values. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that Accordion will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity.
 
#LI-HA1

People Business Partner

Robert Half

<div>
 We are looking for an organized and detail-oriented HR Coordinator to join our team in New York, New York. In this long-term contract position, you will play a crucial role in supporting various human resources functions, including onboarding, payroll, and compliance. This is an excellent opportunity for someone who thrives in a fast-paced environment and enjoys working closely with employees and management to ensure smooth HR operations.
 
 
 Responsibilities:
 
 &bull; Manage the onboarding process for new team members, including provisioning, documentation, and data entry into the HR system.
 
 &bull; Coordinate and provide support for both in-person and virtual orientations, including room setup and live assistance.
 
 &bull; Maintain and update internal trackers for employee changes such as new team members, terminations, transfers, and payroll requests, ensuring accuracy at all times.
 
 &bull; Oversee the accuracy and compliance of I-9 documentation and filing.
 
 &bull; Process payroll-related changes, including salary adjustments, promotions, title changes, and terminations, while adhering to deadlines.
 
 &bull; Create month-end reports to support finance and payroll teams, including tracking referral payouts and employee anniversaries.
 
 &bull; Handle special payroll requests such as bonuses, tuition reimbursements, and employee referral payouts.
 
 &bull; Ensure the integrity of organizational data, including supervisor, approver, and client information, while generating ad hoc reports as needed.
 
 &bull; Provide administrative support by responding to employee inquiries, drafting employment verification letters, and assisting with office management tasks like booking conference rooms and managing visitors.
 
 &bull; Identify opportunities for process improvements within the People &amp; Culture team and take on additional duties as assigned.
 
 &bull; Proven experience in onboarding and HR administration with a strong understanding of employee lifecycle processes.
 
 &bull; Familiarity with HRIS systems and the ability to maintain accurate employee records.
 
 &bull; Knowledge of HR compliance standards and practices, including I-9 documentation.
 
 &bull; Experience in payroll processing and handling employee data changes.
 
 &bull; Strong organizational skills and attention to detail, especially when managing multiple tasks and deadlines.
 
 &bull; Excellent communication skills to effectively interact with employees, management, and external parties.
 
 &bull; Ability to provide live support during orientations and collaborate with teams in both virtual and in-person settings.
 
 &bull; Proficiency in identifying opportunities for process improvements and implementing effective solutions.
 
 TalentMatch
 
 &reg;
 
 
 
 
 Robert Half is the world&rsquo;s first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles.
 
 
 
 
 Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app and get 1-tap apply, notifications of AI-matched jobs, and much more.
 
 
 
 
 All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information.
 
 
 
 
 &copy; 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking &ldquo;Apply Now,&rdquo; you&rsquo;re agreeing to Robert Half&rsquo;s Terms of Use.
 
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HR Coordinator

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