Director, Human Resources

160over90•New York, NY

9d•Hybrid

About The Position

The Director, Human Resources Business Partner is a strategic people leader supporting 400+ employees across 160over90’s global network. Based in New York City and reporting to the VP, Human Resources, this role partners closely with senior leaders across Partnerships, Experiential, PR/Social, Finance, and Business Operations to drive organizational performance, talent strategy, and a connected, high‑impact culture. This leader brings a global mindset and strong business acumen, advising on workforce planning, organizational design, leadership development, and employee engagement. They anticipate business needs, use data to influence decisions, and design scalable people programs that support growth across diverse markets. The HR Director also oversees complex employee relations, ensures compliance across multiple jurisdictions, and strengthens leadership capability through coaching and development. Balancing strategic vision with hands‑on execution, the HR Director thrives in a fast‑paced, creative environment and plays a critical role in shaping a workplace where employees feel supported, empowered, and inspired to do their best work.

Requirements

Bachelor’s degree in Human Resources, Psychology, Business Management, or related field required; relevant Master’s degree preferred.
HR certifications a plus, including but not limited to PHR, SHRM–CP, SPHR, SHRM-SCP, APTD, or CPLP.
Minimum of 8 - 10 years of Human Resources experience with a focus on strategic business partnership, employee relations, and organizational development.
Recruitment experience a plus.
The ability to incorporate equity and belonging into all of our HR initiatives and overall employee experience.
Previous experience as HR Business Partner supporting companies within the marketing, entertainment, sports, fashion, or media industry highly desired.
Experience supporting a marketing agency preferred.
Must possess a strong working knowledge and understanding of all applicable employment/human resources laws, rules, codes, and regulations (i.e. EEO, ADA, FMLA etc.).
Knowledge of global HR statutory practices and international HR operations.
Proficiency in Microsoft Office is a must.
Previous experience using Workday or similar HRIS systems preferred.
A proven background of success managing and developing people.

Nice To Haves

Must demonstrate experience in developing and delivering original, progressive strategy aligned to the needs of the business.
Possess a strong desire to innovate; able to think creatively; generate out-of-the-box ideas to circumvent barriers to growth and streamline processes.
Ability to identify potential conflicts within and across employee teams and address them proactively.
Experience and high degree of comfort dealing with employees at all levels and of all personality types.
Ability to plan, communicate, monitor, prioritize, and delegate assignments when appropriate; set challenging and realistic expectations and deliver pointed feedback that propagates personal growth.
Must be self-motivated/self-starter with the ability to multitask successfully and operate within budgetary and timeline constraints; highly detail oriented and organized, with the ability utilize sound judgement to make quick decisions under pressure.
Exceptional time management skills coupled with the ability to work collaboratively and cross-functionally in a team environment to build and lead an effective and high-performing team.
Strong communication and ability to influence; speaks clearly and persuasively; responds well to questions; has strong group presentation skills; writes clearly and informatively; presents numerical data effectively; able to read, interpret and critically analyze written and quantitative information; able to write and deliver speeches using original and innovative techniques; etc.
Understand variation in skill, competencies, and dispositions across teams, recognize areas of improvement, and recruit applicants accordingly, taking into account opportunities for synergy, efficiency, and enhanced productivity.

Responsibilities

Serve as a trusted advisor to the Partnerships, Experiential, PR/Social, Finance and Business Operations leadership teams, influencing business and talent decisions through strategic counsel, data-driven insights, and practical solutions that drive organizational performance.
Proactively identify organizational and talent challenges, assess root causes, and develop actionable solutions while influencing leaders to drive alignment, accountability, and successful execution.
Partner with hiring managers and department heads to understand staffing needs, prospective openings, and position requirements; forecast changes in staffing, plan recruiting strategies in advance, and maintain movement in the talent pipeline to maximize long-term productivity.
Effectively partner with finance and business leaders to manage open headcount process, with deep understanding of organization to inform staffing structures and headcount needs.
Influence leaders across the organization to optimize team structures, workforce planning, and talent strategies; drive initiatives that improve organizational effectiveness, business performance, collaboration, and employee engagement.
Coordinate company-wide training on, and compliance with, all federal, state, and local laws and regulations, including health and safety regulations, anti-harassment and non-discrimination policies, and employee conduct guidelines.
Implement organizational talent initiatives, focusing on talent recruitment, retention, training, and professional growth, with specific emphasis on leadership development.
Coach and counsel management and employees in areas of employee relations, conflict resolution, performance appraisals, and disciplinary measures.
Thoroughly investigate any potential EEO issues, discrimination, harassment, or any other employee relations complaints or disputes; effectively present findings to the appropriate parties.
Proactively identify and implement procedures that promote employee performance and job satisfaction.
Ensure fair and consistent application of company policy and regulation while promoting positive employee morale.
Guide assigned client groups through semi-annual performance review process and coordinate with senior management and finance counterparts to execute merit planning.
Compile and process new hire paperwork, employee data changes, merit increases / salary adjustments and employee terminations leveraging Workday.
Anticipate business needs and bring forward solutions, recommendations, and insights rather than simply responding to requests, helping leaders navigate growth, change, and organizational complexity.