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senior manager hr business partner

The Walt Disney Company

<div><div>Job ID 10137164 Location New York, New York, United States Business Disney Entertainment Television Date posted Dec. 05, 2025
<div><h4 class="jobSectionHeader">Job Summary:</h4>
<div>At Disney, we are storytellers. We make the impossible, possible. We deliver unparalleled experiences to people around the world! As a HR Business Partner, you will be instrumental in creating an engaging work environment that ignites leadership success, inspires transformative change and drives business results. You will harmonize business goals with employee needs, to deliver innovative solutions that foster development, belonging, and well-being.
Through trust, collaboration, creative problem solving, and influence, you will enhance people effectiveness, develop strategic initiatives, optimize organizational development, drive talent retention, integrate HR functions, and promote inclusion and belonging.
Your efforts will be key to our business objectives and long-term success for clients in Disney Advertising Sales and The Walt Disney Company!
Key Responsibilities:<ul><li>
Drive innovative solutions that align with business needs to design creative workforce plans, enhance competitiveness, and strengthen the organization</li><li>
Implement transformative workforce initiatives that support the organization&rsquo;s long-term goals, while fostering collaborative cross functional relationships</li><li>
Support talent and business decisions while broadening stakeholder perspectives</li><li>
Demonstrate influential leadership, provide expertise, and solve complex problems through collaborating with leaders and employees</li><li>
Provide executive coaching to leaders and support professional growth by building rapport, using open-ended questioning, and jointly setting achievable goals</li><li>
Contribute to a high-performing team by encouraging creativity and collaboration, building trust as a credible partner, and understanding your impact.</li><li>
Drive employee engagement and retention through creative programs to promote a diverse, equitable, and inclusive workplace culture</li><li>
Proactively manage emerging conflicts in fast-paced ambiguous environments by building partnerships, diffusing tension, and guiding toward mutually beneficial resolutions</li><li>
Lead organizational change by collaborating with senior management and functional partners to adapt to evolving priorities and provide creative solutions</li><li>
Facilitate digital initiatives by evaluating emerging technologies and to enhance strategic objectives and elevate the employee experience</li></ul>
Basic Qualifications<ul><li>
Experience in developing and driving talent management and full employee lifecycle HR activities within Organizational Development, Learning &amp; Talent Solutions, Talent Acquisition, Total Rewards, Diversity Equity &amp; Inclusion, Employee Relations &amp; Compensation.</li></ul>
Preferred Qualifications:<ul><li>
Minimum 7 years of progressively responsible experience as an HR Business Partner or equivalent role</li><li>
Ability to address complex business problems by using data to craft compelling narratives and drive innovative solutions</li></ul>
Education:<ul><li>
Bachelor&rsquo;s degree or equivalent experience</li></ul>
Disney Values:<ul><li>
Integrity &ndash; We do what we say.</li><li>
Creativity &ndash; Our imagination is boundless.</li><li>
Collaboration &ndash; We're better together.</li><li>
Community &ndash; We care about others.</li><li>
Inclusion &ndash; We're welcoming to everyone.</li></ul> 
The hiring range for this position in New York, NY is $176,200 to $215,200 per year. The base pay actually offered will take into account internal equity and also may vary depending on the candidate&rsquo;s geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered.</div></div></div></div>

Senior Manager, HR Business Partner

Disney Entertainment Television

<div>At Disney, we are storytellers. We make the impossible, possible. We deliver unparalleled experiences to people around the world! As a HR Business Partner, you will be instrumental in creating an engaging work environment that ignites leadership success, inspires transformative change and drives business results. You will harmonize business goals with employee needs, to deliver innovative solutions that foster development, belonging, and well-being.
Through trust, collaboration, creative problem solving, and influence, you will enhance people effectiveness, develop strategic initiatives, optimize organizational development, drive talent retention, integrate HR functions, and promote inclusion and belonging.
Your efforts will be key to our business objectives and long-term success for clients in Disney Advertising Sales and The Walt Disney Company!
Key Responsibilities:<ul><li>
Drive innovative solutions that align with business needs to design creative workforce plans, enhance competitiveness, and strengthen the organization</li><li>
Implement transformative workforce initiatives that support the organization&rsquo;s long-term goals, while fostering collaborative cross functional relationships</li><li>
Support talent and business decisions while broadening stakeholder perspectives</li><li>
Demonstrate influential leadership, provide expertise, and solve complex problems through collaborating with leaders and employees</li><li>
Provide executive coaching to leaders and support professional growth by building rapport, using open-ended questioning, and jointly setting achievable goals</li><li>
Contribute to a high-performing team by encouraging creativity and collaboration, building trust as a credible partner, and understanding your impact.</li><li>
Drive employee engagement and retention through creative programs to promote a diverse, equitable, and inclusive workplace culture</li><li>
Proactively manage emerging conflicts in fast-paced ambiguous environments by building partnerships, diffusing tension, and guiding toward mutually beneficial resolutions</li><li>
Lead organizational change by collaborating with senior management and functional partners to adapt to evolving priorities and provide creative solutions</li><li>
Facilitate digital initiatives by evaluating emerging technologies and to enhance strategic objectives and elevate the employee experience</li></ul>
Basic Qualifications<ul><li>
Experience in developing and driving talent management and full employee lifecycle HR activities within Organizational Development, Learning &amp; Talent Solutions, Talent Acquisition, Total Rewards, Diversity Equity &amp; Inclusion, Employee Relations &amp; Compensation.</li></ul>
Preferred Qualifications:<ul><li>
Minimum 7 years of progressively responsible experience as an HR Business Partner or equivalent role</li><li>
Ability to address complex business problems by using data to craft compelling narratives and drive innovative solutions</li></ul>
Education:<ul><li>
Bachelor&rsquo;s degree or equivalent experience</li></ul>
Disney Values:<ul><li>
Integrity &ndash; We do what we say.</li><li>
Creativity &ndash; Our imagination is boundless.</li><li>
Collaboration &ndash; We're better together.</li><li>
Community &ndash; We care about others.</li><li>
Inclusion &ndash; We're welcoming to everyone.</li></ul> 
The hiring range for this position in New York, NY is $176,200 to $215,200 per year. The base pay actually offered will take into account internal equity and also may vary depending on the candidate&rsquo;s geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered.</div>

Persistent Systems, LLC

<div>
 
 
 Job Description &amp; Responsibilities
 
 
 
 Persistent Systems is seeking a Senior HR Business Partner with a strong focus on Learning and Development, Performance Management, and Talent Management. This role will be instrumental in aligning HR strategies with business objectives, enhancing employee engagement, and developing a high-performing workforce. You&rsquo;ll take a key role in driving organizational health and our unique culture and values, assessing organizational needs, devising solutions, and coaching managers and employees. Your role will include growing and developing our team members and managers, as well as adapting cross-organizational HR processes and leading initiatives to best support the team&rsquo;s development and growth. This role reports to the Director of Human Resources.
 
 
 
 Position Responsibilities
 
 
 
 
 Learning and Development
 
 
 <ul>
 <li>
 Implement comprehensive learning and development programs, in coordination with vendor partners, that align with business needs
 </li>
 <li>
 Assess training needs through surveys, interviews, and consultations to identify skill gaps Facilitate workshops and training sessions to enhance employee skills and competencies
 </li>
 <li>
 Monitor and evaluate the effectiveness of training programs and make necessary adjustments
 </li>
 </ul>
 
 
 Performance Management
 
 
 <ul>
 <li>
 Lead the performance management process, ensuring alignment with organizational goals
 </li>
 <li>
 Collaborate with leaders to set clear performance expectations and provide ongoing feedback
 </li>
 <li>
 Develop and implement performance improvement plans and career development pathways
 </li>
 <li>
 Analyze performance data to identify trends and recommend strategies for improvement
 </li>
 </ul>
 
 
 Talent Management
 
 
 <ul>
 <li>
 Partner with leadership to identify key talent and succession planning needs within the organization
 </li>
 <li>
 Develop and execute talent acquisition strategies to attract top talent Implement retention strategies to reduce turnover and enhance employee satisfaction.
 </li>
 <li>
 Foster a culture of continuous feedback and recognition to promote employee engagement
 </li>
 </ul>
 
 
 Strategic Partnerships
 
 
 <ul>
 <li>
 Act as a trusted advisor to senior leadership on HR-related matters, providing insights and recommendations
 </li>
 <li>
 Collaborate with cross-functional teams to drive organizational change initiatives Analyze workforce metrics to inform strategic decision-making and HR initiatives
 </li>
 </ul>
 
 
 Job Qualifications &amp; Experience
 
 
 
 
 Minimum Qualifications
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in human resources, Management or related field 10+ years of experience as an HR Business Partner or HR Generalist, with a focus on Learning and Development, Performance Management, and Talent Management
 </li>
 <li>
 Strong knowledge of HR principles, practices, and employment legislation
 </li>
 <li>
 Thrives in a dynamic and changing environment, experience in supporting and scaling teams
 </li>
 <li>
 Strong verbal, written and influencing skills
 </li>
 <li>
 Proven ability to develop and implement HR strategies that drive business results and outcomes
 </li>
 <li>
 Holds analytical skills, critical thinking and problem-solving skills using data to identify insights and trends that drive action
 </li>
 <li>
 Strong coaching and facilitation skills
 </li>
 </ul>
 
 
 Preferred Qualifications
 
 
 <ul>
 <li>
 HR Certifications such as PHR/SPHR/GPHR or SHRM-SCP/SHRM-CP preferred
 </li>
 <li>
 Experience in high-growth, startup, DOD, or tech environment
 </li>
 <li>
 10+ years of experience as an HR Business Partner
 </li>
 </ul>
 
 The base pay for this role can vary from $114,000 to $142,000 a year based on individual qualifications. Eligibility for yearly discretionary bonus. Persistent Systems, LLC offers a comprehensive benefits package including medical, dental, vision, life, and disability insurance; paid time off (sick time and vacation time); flexible spending accounts; 401(k) plan with company match; fitness membership reimbursement; tuition assistance; mental health benefits; and pet discounts.
 
 
 
 Company Overview
 
 
 
 Headquartered in New York City since 2007, Persistent Systems, LLC is a global communications technology company which develops, manufactures , and integrates a patented and secure Mobile Ad Hoc Networking (MANET) system: Wave Relay&reg;. The company&rsquo;s industry leading R&amp;D team has designed wireless networking protocols to support their cutting-edge Wave Relay&reg; system and technology. Wave Relay&reg; is capable of running data, video, voice and other applications under the most difficult and unpredictable conditions. Their suite of products is field proven and utilized in Commercial, Military, Government, Industrial, Agriculture, Robotics, and Unmanned System markets.
 
</div>

Senior Human Resources 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

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

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

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.
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