Assistant Vice President , HR Business Partners

Hospital for Special Surgery•New York, NY

1d•$198,500 - $268,000•Hybrid

About The Position

The Assistant Vice President (AVP), HR Business Partners is a strategic HR leader responsible for leading and evolving the HR Business Partner function in support of the organization’s business strategy, workforce priorities, and culture. The role serves as a trusted advisor to senior executives and business leaders, translating business objectives into people strategies that support organizational performance, talent development, employee engagement, and organizational effectiveness. The AVP leads and develops a team of HR Business Partners and establishes a consultative HRBP model that helps leaders manage talent, organizational change, performance, succession, workforce planning, and organizational design. The role partners closely with HR Centers of Excellence, Talent Acquisition, Total Rewards, Learning & Development, and other HR functions to deliver an integrated employee experience. The position is hybrid in New York City.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
10 or more years of progressive HR experience, including significant HR Business Partner leadership experience.
Demonstrated experience leading and developing HRBP teams supporting complex organizations.
Significant experience partnering with senior executives and business leaders.
Strong expertise in organizational effectiveness, talent management, employee relations, workforce planning, and change management.
Demonstrated ability to translate business strategy into integrated people strategies.
Strong business acumen and understanding of financial and operational drivers.
Exceptional executive presence, communication, influencing, and relationship-building skills.
Proven ability to operate effectively in complex, matrixed, and rapidly changing environments.

Nice To Haves

Master’s degree in Human Resources, Organizational Development, Business Administration, or a related discipline.
SHRM-SCP, SPHR, or comparable professional certification.
Experience leading HR transformation or large-scale organizational change.
Experience working across multiple business units, geographies, or international markets.
Experience using workforce analytics and HR technology to inform business decisions.
Experience with HR technology implementation, process redesign, or responsible adoption of emerging HR tools.

Responsibilities

Develop and execute an enterprise HRBP strategy aligned with organizational goals, business priorities, and workforce needs.
Advise executive leadership and senior business leaders on people, organizational, and cultural matters.
Translate business strategy into workforce and talent strategies, and anticipate workforce trends, opportunities, and risks.
Provide senior leaders with insights and recommendations using workforce analytics and business data.
Participate in enterprise planning and leadership discussions, ensuring workforce implications, organizational capacity, and talent risks are considered.
Establish governance and escalation practices for significant people decisions and cross-functional workforce issues.
Lead, coach, and develop HR Business Partners supporting multiple business units or functions.
Set HRBP operating standards, service-delivery expectations, and practices for business reviews, talent discussions, issue escalation, and COE partnership.
Build accountability, collaboration, innovation, and customer service within the HRBP organization, and ensure HRBPs act as proactive strategic partners.
Assess organizational needs and optimize HRBP coverage, capabilities, resources, and operating priorities; provide budget input and use HR resources responsibly.
Partner with leaders on talent strategy, workforce planning, succession planning, and leadership development.
Drive talent reviews and succession processes for critical roles and leadership populations.
Advise on organizational design, restructuring, workforce optimization, and change management.
Develop strategies to strengthen leadership capability, employee engagement, retention, and organizational effectiveness.
Help identify high-potential talent, critical workforce capabilities, skill gaps, and plans to build, acquire, or redeploy talent.
Evaluate talent and organizational interventions and recommend adjustments based on outcomes and business needs.
Guide leaders on complex performance management, workplace conduct, and organizational issues, ensuring consistent and equitable application of HR policies and practices.
Partner with Legal and other stakeholders on sensitive and high-risk employee matters.
Coach leaders on performance management, difficult conversations, and employee development.
Work with the Employee Relations leader to address trends and recurring issues and identify prevention, manager education, or policy and practice improvements.
Lead HR partnership for organizational transformations, mergers, restructurings, and other major change initiatives.
Help leaders build and sustain a high-performance, inclusive, and accountable culture, and support enterprise culture and change initiatives.
Partner with clinical and safety leaders to support a respectful speak-up culture, fair review of workforce concerns, and appropriate responses to conduct that may affect staff or patient safety.
Collaborate with HR Centers of Excellence to translate enterprise programs into business solutions and provide feedback to improve HR programs, policies, and services.
Ensure consistent execution of talent, compensation, performance, learning, and engagement programs.
Identify opportunities to simplify HR processes and improve the employee and leader experience; communicate program changes and gather implementation feedback.
Use people analytics and workforce data to identify trends, diagnose organizational challenges, and inform decisions.
Establish and monitor metrics for HRBP effectiveness and business impact, and use data to identify opportunities related to retention, engagement, talent, diversity, workforce planning, and organizational performance.
Continuously evaluate and improve the HRBP operating model and service delivery.
Develop regular reporting and review routines that connect people measures to business outcomes and track actions through completion.