Director, HR Business Partner - Technology

The New York Times Company; New York (NY); Hybrid; USD 185,000 - 215,000; Full time

Benefits offered by this job

Annual bonus

Restricted stock

Medical, dental, vision

401(k) match

Stock purchase plan

Paid vacation

Paid sick days

Parental leave

Tuition reimbursement

Professional development

Job summary

The New York Times Company in New York, NY, seeks a Director, HR Business Partner for the Product Engineering and Technology groups to drive people strategy and lead a small HRBP team. You will partner with the CTO and CPO and advise managers and individual contributors across technology.

This hybrid role requires strong HR leadership, experience with HRIS platforms, and a commitment to an inclusive, compliant workplace.

Qualifications

• 10+ years of increasing HR Business Partner experience across technology teams
• 5+ years of people leadership
• Experience with HRIS platforms such as Workday or SuccessFactors

Responsibilities

• Be advisor, partner, and coach to senior leaders and managers in the Technology group
• Lead and develop a two-person HRBP team
• Provide coaching and lifecycle management for employees and oversee HR administration
• Lead planning and implementation of people initiatives at department level
• Partner with COEs to deliver impactful HR programs
• Monitor talent needs based on business plans and industry trends
• Collaborate with Employee Relations, Talent Management, and Legal to resolve issues and ensure compliance
• Handle HRIS transactions and daily employee inquiries

Skills

HRBP experience

People leadership

Employee relations

Employment law

HRIS Workday

HRIS SuccessFactors

Education

Bachelor's degree or equivalent

SPHR / CIPD or equivalent

Tools

Workday

SuccessFactors

Job description

Director, HR Business Partner - Technology

New York, NY

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 a Director, HR Business Partner for the Product Engineering and Technology groups to support and partner with the Chief Technology Officer, leaders, managers and employees across the technology function, and with our Chief Product Officer. You will manage a team of two, while also supporting employees directly. You will report to the VP, HR Business Partners.

The Director, HRBP plays a critical role in driving a people strategy aligned with enterprise goals. You will be the primary HR partner to support our Chief Technology Officer (CTO), Chief Product Officer (CPO), managers, and employees of the technology organization - including guidance, management of the performance enablement cycle, and oversight of process/HR administration.

This is a hybrid role based in our New York City headquarters. You can expect to come into the office 3+ days per week.

Responsibilities:

Be an advisor, partner, and coach to senior leaders, managers, and individual contributors across our Technology group, including the Chief Technology Officer and Chief Product Officer

Lead and develop a team of two HR Business Partners to manage multiple HR issues and support the business

Provide daily support to senior-level department leaders, managers, and employees, providing coaching, management of employee lifecycles and performance management, and oversight of process/HR administration

Lead planning, communication support and implementation of company and department-level people initiatives, developing programs and solutions to meet department needs

Partner with Centers of Excellence (COEs) to deliver impactful people initiatives to client groups. Provide COEs with clear, relevant feedback on how to refine and enhance people initiatives over time

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

Partner with business leaders on setting priorities and monitoring progress to create an inclusive workplace for all employees

Develop and interpret relevant people metrics to identify trends and provide insights that shape HR strategy and talent recommendations, and lead cross-functional initiatives

Collaborate with Employee Relations, Talent Management, and Legal teams to investigate and resolve employee relations issues, ensure regulatory compliance, and identify development needs for employees

Handle daily operational 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:

10+ years of increasing HR Business Partner experience and responsibility with experience managing a range of HR disciplines, including employee relations, employment law, labor relations, talent management and development, compensation, and inclusion within technology or adjacent teams

5+ years of experience leading people, with a focus on developing a motivated, engaged, and inclusive team

Experience working with an HRIS, e.g., Workday, SuccessFactors

Preferred Qualifications:

Bachelor's degree or equivalent in HR, business, psychology, or relevant field preferred - SPHR, CIPD, or equivalent professional accreditation

Experience working in a matrix of functional and geographic teams in public companies, media, or includes aspects of employee relations

Experience providing research/data backed ideas to create a successful employee experience that is rooted in an equitable and inclusive culture

Experience creating and scaling high-impact people programs with senior leaders to support an organization’s goals

#LI-Hybrid

REQ-020701

Additional Compensation and Benefits:

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, employee stock purchase 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.

The annual base pay range for this role is between:

$185,000 - $215,000 USD

Candidate Use of GenAI Tools:

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 [e-mail]. Emails sent for unrelated issues, such as following up on an application, will not receive a response.

Voluntary Disclosures & Self Identify Questions

Individuals seeking employment are considered without regard to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, or sexual orientation. To ensure compliance with equal employment opportunity requirements, we invite you to complete the Voluntary Disclosure form below. All applications will receive consideration for employment without regard to legally protected characteristics. Whether you decide to disclose or not, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Please select the gender which most accurately describes how you identify yourself Select...

Please select the ethnicity which most accurately describes how you identify yourself Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.

As set forth in The New York Times’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval, or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.