HR Business Partner, Corporate Groups

New York Life•New York, NY

21h•Hybrid

About The Position

The Senior Associate, HR Business Partner (HRBP) plays a key role in shaping and delivering people strategies that enable business performance and position the organization for the future of work. This role serves as a primary HR partner for a designated employee base and works in close partnership with Senior HRBPs, Centers of Excellence (COEs), and business leaders to translate evolving business needs into forward-looking talent and workforce solutions. This role helps lead strategic HR initiatives that advance talent, organization, and culture priorities. With a forward-looking mindset, the HRBP leverages data, insights, strong business acumen and HR expertise to anticipate needs, identify opportunities, and drive impact.

Requirements

Bachelor’s degree preferred.
5+ years of HR experience, ideally in a business-facing or HRBP-aligned role.
Experience supporting or leading projects with cross-functional stakeholders.
Strong analytical and problem-solving skills, with the ability to translate data into insights and recommend actions.
Ability to operate independently with a defined client group while collaborating across HR and business teams.
Strong communication and influencing skills, with the ability to build trust and credibility.

Responsibilities

Serve as the lead HR partner for a designated business group or initiatives, aligning people priorities with business objectives.
Partner with Senior HRBPs to develop and execute people strategies aligned to business needs.
Support and contribute to business-specific initiatives and strategic projects that drive organizational performance.
Identify emerging talent and organizational trends, providing insights and recommendations to inform decision-making.
Lead and support strategic HR projects within the client group and across the broader organization.
Partner with HRBPs and COEs to design and implement initiatives that strengthen organizational effectiveness and performance.
Contribute to enterprise-wide transformation efforts, bringing a business-informed perspective and ensuring strong execution.
Drive and execute end-to-end HR processes (e.g., talent reviews, performance management, engagement, and compensation) for assigned client groups.
Partner on development of high-potential talent and contribute to building future-ready pipelines.
Coach managers on team effectiveness, development, and day-to-day people leadership, escalating complex issues as needed.
Analyze workforce data (e.g., engagement, turnover, performance) to generate actionable insights and inform leadership decisions.
Translate data into clear, forward-looking narratives that highlight risks, opportunities, and recommended actions.
Advise managers on HR policies, processes, and employee-related matters, strengthening manager capability and consistency.
Apply sound judgment in handling employee relations issues (e.g., ER intake, performance concerns, compensation rationale), escalating and partnering with Employee Relations as appropriate.
Partner closely with HR COEs (e.g., Talent, Compensation, Learning, Employee Relations) to design and deliver integrated solutions.
Support and drive key annual processes such as compensation planning, promotions, and talent reviews.
Contribute to and help lead organizational changes, including role design, job evaluation, and restructuring efforts.
Identify opportunities to improve processes and enhance the employee and manager experience and team effectiveness.