Senior Human Resources Business Partner

Artemis; New York (NY); On-site; USD 180,000 - 240,000; Full time

Job summary

Artemis is seeking an experienced HR Leader to partner with senior executives across a diverse portfolio of organizations. This role shapes people strategy, organizational development, and key workforce decisions while remaining hands-on in execution.

You will lead a collaborative HR team, navigate complex environments, advise on performance, talent management, and compliance, and travel periodically to support initiatives.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related discipline.
• PHR or SPHR certification is a plus.
• 10+ years of progressive HR experience with business partnering, employee relations, and leadership advisory responsibilities.
• Demonstrated ability to influence senior leaders and provide hands-on HR execution.
• Strong experience handling complex employee relations, investigations, and sensitive personnel matters.
• Broad understanding of HR disciplines: organizational development, performance mgmt, comp, benefits, talent acquisition, and compliance.
• Experience supporting multiple business units or orgs with varying needs.
• Strong knowledge of federal/state employment regulations and risk identification.
• Ability to navigate ambiguity, manage competing priorities, and make decisions.
• Excellent interpersonal and relationship-building skills with credibility across levels.
• Proactive, resourceful, independent mindset; experience in nonprofit and for-profit environments.
• Willingness to travel periodically.

Responsibilities

• Strategic HR Partnership: Align with senior leadership to define workforce priorities and implement practical HR strategies.
• Employee Relations: Guide on sensitive matters, investigations, discipline actions, and concerns.
• Leadership Advisory: Advise managers on performance, engagement, and leadership effectiveness.
• Organizational Development: Advise on structure, talent planning, succession, and workforce initiatives.
• HR Compliance & Risk: Guide on employment laws and policies; partner with legal when needed.
• Performance & Talent Management: Support evaluations, coaching, and retention strategies.
• Stakeholder Management: Build relationships across functions and balance priorities.
• HR Operations & Programs: Oversee onboarding, benefits, compensation, systems, training, and programs.
• Process Improvement: Identify scalable HR process improvements across units.
• Cross-Functional Collaboration: Promote best practices and support broader people initiatives.
• Team Development: Mentor HR team members and foster collaboration.
• Change Management: Support leadership through transitions and shifting priorities.

Skills

Strategic HR.

Employee relations

Leadership advisory

Organizational development

HR compliance

Performance management

Stakeholder management

Change management

Team development

Cross-functional collaboration

Communication

Travel readiness

Education

Bachelor's degree in Human Resources/Business Admin

PHR or SPHR certification

Tools

PHR/SPHR certification

Job description

This is a unique opportunity for an experienced HR Leader to play an influential role across a diverse portfolio of organizations spanning multiple industries, business models, and missions. You'll work directly with senior executives and leadership teams across multiple entities, gaining exposure to a wide range of business challenges while helping shape people strategy, organizational development, and key workforce decisions. The position offers an exciting combination of executive-level partnership, strategic influence, and hands‑on involvement, with the opportunity to make a meaningful impact across organizations doing important work. You'll also be part of a highly collaborative HR team where your expertise, perspective, and ability to navigate complex environments will be genuinely valued.

Key Responsibilities

• Strategic HR Partnership: Partner closely with senior leadership to understand business objectives, identify workforce challenges, and develop practical HR strategies that support organizational priorities.
• Employee Relations: Provide guidance on sensitive and complex employee matters, including workplace investigations, conflict resolution, disciplinary actions, and employee concerns.
• Leadership Advisory: Serve as a trusted resource to managers and executives on performance management, employee engagement, leadership effectiveness, and organizational decision-making.
• Organizational Development: Advise on organizational structure, talent planning, succession strategies, and workforce initiatives to support evolving business needs.
• HR Compliance & Risk Management: Provide guidance on employment laws, workplace policies, and regulatory requirements, partnering with legal counsel when appropriate.
• Performance & Talent Management: Support leaders in developing high-performing teams through performance evaluations, coaching, employee development, and retention strategies.
• Stakeholder Management: Establish strong working relationships across multiple business functions, balancing competing priorities while adapting HR support to the needs of each organization.
• HR Operations & Programs: Provide oversight and support across core HR functions, including onboarding, benefits, compensation practices, HR systems, training, and employee programs.
• Process Improvement: Identify opportunities to strengthen HR practices, improve operational efficiency, and introduce scalable processes across supported business units.
• Cross-Functional Collaboration: Work closely with HR colleagues and other internal partners to promote consistency, share best practices, and support broader people initiatives.
• Team Development: Provide guidance and mentorship to HR team members, contributing to a collaborative and solutions-oriented HR function.
• Change Management: Support leadership through organizational transitions, shifting business priorities, and other changes impacting employees and operations.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, or a related discipline.
• PHR or SPHR certification is a plus
• 10+ years of progressive Human Resources experience, including significant exposure to HR business partnering, employee relations, and leadership advisory responsibilities.
• Demonstrated ability to influence and advise senior business leaders while maintaining a hands‑on approach to HR execution.
• Strong experience managing complex employee relations matters, workplace investigations, and sensitive personnel situations.
• Broad understanding of HR disciplines, including organizational development, performance management, compensation, benefits, talent acquisition, and employment compliance.
• Experience supporting multiple business units, stakeholder groups, or organizations with differing operational needs and priorities.
• Strong knowledge of federal and state employment regulations, with the ability to identify potential risks and recommend appropriate solutions.
• Proven ability to navigate ambiguity, manage competing priorities, and make sound decisions in dynamic environments.
• Exceptional interpersonal, communication, and relationship-building skills, with the ability to establish credibility across all levels of an organization.
• A proactive, resourceful, and solutions-oriented approach, with the ability to anticipate business needs and operate with a high degree of independence.
• Experience working across both nonprofit and for-profit organizations is preferred.
• Ability to travel periodically to support business operations and organizational initiatives.