The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It’s why we have a world-renowned newsroom that sends journalists to report on the ground from nearly 160 countries. It’s why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it’s why our business strategy centers on making journalism so good that it’s worth paying for.

About the Role

The New York Times is looking for an experienced HR Business Partner to partner with employees and leaders across a number of our Product, Design, Project Management Organization (PMO) teams. You will work directly with business-side senior leadership teams to assess organizational needs as the business continues to evolve and to help set the talent strategy to address them. You will help lead the design of programs to foster an inclusive culture in consideration of our core values and to support employee engagement, connection and career development. As an HRBP you will use your expertise across the full suite of human resources and organizational development specialties to provide strategic HR partnership and execution support.

This is an exciting opportunity to help a growing business and their team members succeed. You'll partner with the central HR teams and you will report to the VP, HR Business Partner. You will be in a hybrid position where you will work out of our NYC headquarters 3 days per week.

Responsibilities:

Be a trusted strategic advisor and coach to department leaders, managers, and individual contributors.
Provide support to department leaders, managers, and employees, including management of annual performance/promotion and compensation processes, succession/talent programs, and oversight of process/HR administration.
Partner with Centers of Excellence to develop and deliver impactful people initiatives.
Partner with leadership to monitor how business plans and industry trends may affect talent needs, HR priorities, and the way your client groups are organized or operate.
Support the diversity, equity, and inclusion strategy of The Times by partnering with business leaders on setting priorities and monitoring progress.
Develop and interpret relevant people metrics to identify trends and provide insights that shape HR strategy and talent recommendations.
Partner with Employee Relations, Talent Management, and Legal teams to investigate and resolve employee relations issues, ensure regulatory compliance, and identify development needs for employees.
Implement tactical and administrative tasks, such as answering requests and inquiries from employees, and assisting with HRIS transactions.
Demonstrate support and understanding of our value of journalistic independence and a strong commitment to our mission to seek the truth and help people understand the world.

Basic Qualifications:

7+ years of experience in an HR Business Partner or similar role working with and advising senior leaders.
5+ years of experience in organizational behavior, change management, talent management, policy implementation, employee relations, and performance management.
3+ years of experience in media or technology, or working with client groups in the product or technology fields.
2+ years of experience working with an HRIS, like Workday.

Preferred Qualifications:

Experience with using data to inform client partnership and talent strategies.
Experience working with unionized populations.

#LI-Hybrid

REQ-019939

The annual base pay range for this role is between:

$160,000—$175,000 USD

For roles in the U.S., dependent on your role, you may be eligible for variable pay, such as an annual bonus and restricted stock. Benefits may include medical, dental and vision benefits, Flexible Spending Accounts (F.S.A.s), a company-matching 401(k) plan, paid vacation, paid sick days, paid parental leave, tuition reimbursement and professional development programs.

For roles outside of the U.S., information on benefits will be provided during the interview process.

We’re excited to learn more about you and your experience. To keep our hiring process as fair and authentic as possible, we ask that you submit your own work and not use GenAI tools to generate substantive content during the application and interview process.

If you’re an Engineering candidate, we’ll let you know what specific GenAI tools you are permitted to use for your technical assessment.

The New York Times Company is committed to being the world’s best source of independent, reliable and quality journalism. To do so, we embrace a diverse workforce that has a broad range of backgrounds and experiences across our ranks, at all levels of the organization. We encourage people from all backgrounds to apply.

We are an Equal Opportunity Employer and do not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The U.S. Equal Employment Opportunity Commission (EEOC)’s Know Your Rights Poster is available here.

The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws. Individuals seeking an accommodation for the application or interview process should email reasonable.accommodations@nytimes.com. Emails sent for unrelated issues, such as following up on an application, will not receive a response.

The Company encourages those with criminal histories to apply, and will consider their applications in a manner consistent with applicable "Fair Chance" laws, including but not limited to the NYC Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act.

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Senior Manager, HR Business Partner, Product, Design, PMO