HR Business Partner / Manager

Rise Alliance•New York, NY

1d•$110,000 - $140,000

About The Position

Rise Alliance is a financial services and business consulting company seeking an HR Business Partner / Manager to lead and manage the full range of Human Resources functions. This role is responsible for translating company strategy into effective people strategies, strengthening leadership capability, improving the employee experience, and building the systems and processes necessary to support continued growth. The HR Business Partner / Manager will act as a strategic contributor to business performance, understanding both the business and people aspects, providing practical HR solutions, coaching managers, mitigating employment risk, and fostering an environment where talented people can perform at their highest level. This role serves as a trusted advisor to leadership and an employee advocate, balancing individual needs with organizational objectives.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.
5+ years of progressive HR experience, with significant experience operating as an HR Business Partner, HR Manager, or comparable role.
Experience supporting a growing, entrepreneurial, or high-performance organization strongly preferred.
Strong knowledge of HR practices, employment law, employee relations, performance management, compensation, benefits, recruiting, and HR operations.
Experience working directly with executives and business leaders.
Demonstrated ability to coach managers and influence leadership decisions.
Strong organizational, analytical, and problem-solving skills.
Excellent written and verbal communication skills.
Ability to handle confidential and sensitive employee matters with discretion and sound judgment.
Strong understanding of New York State and New York City employment requirements.
Experience with HRIS platforms and HR data/reporting.
Ability to operate strategically while remaining willing and able to roll up your sleeves and execute.

Nice To Haves

Experience supporting a growing, entrepreneurial, or high-performance organization strongly preferred.
You are more than an HR administrator. You are a business partner, functional expert, leader, and change agent.
You understand that effective HR begins with understanding the business.
You can sit with an executive and discuss organizational strategy, then turn around and help a manager resolve an employee issue or improve a performance conversation.
You are proactive rather than reactive. You see problems before they become crises.
You are comfortable challenging leaders when necessary, but you do so with sound judgment and a solutions-oriented approach.
You are equally comfortable discussing organizational design, talent strategy, compensation, employee engagement, employment law, performance management, and HR operations.
Most importantly, you believe that a company's ability to grow is directly connected to its ability to attract, develop, engage, retain, and effectively lead great people.

Responsibilities

Partner with executive leadership and managers to develop and execute people strategies aligned with business goals.
Translate the company's financial, operational, strategic, and organizational objectives into practical HR priorities.
Anticipate workforce and organizational needs and proactively develop solutions.
Provide leadership with data, insight, and recommendations on workforce planning, organizational effectiveness, talent, compensation, engagement, and retention.
Build a shared mindset and common focus around people, performance, culture, and business objectives.
Serve as a trusted advisor and resource to leaders on people and organizational issues.
Develop HR programs that create competitive advantage and improve business performance.
Own and continuously improve the company's recruiting and hiring processes.
Partner with managers to define organizational needs, job requirements, and candidate profiles.
Develop effective sourcing, interviewing, selection, and onboarding practices.
Ensure new employees are effectively integrated into the organization and positioned for success.
Analyze staffing levels, turnover, hiring trends, and workforce needs.
Develop strategies to attract, retain, and develop high-performing talent.
Identify high-potential employees and create development opportunities.
Own the company's performance management process.
Coach managers on setting expectations, providing feedback, addressing performance issues, and managing difficult conversations.
Develop and implement manager training and development programs.
Support leadership development, succession planning, and organizational development.
Help managers equip employees to achieve their full potential.
Develop practical approaches to performance improvement, including documentation and performance plans.
Analyze performance trends and recommend organizational or leadership interventions.
Serve as a trusted resource for employees and managers regarding workplace concerns, performance, conflict, policies, and employment issues.
Investigate employee relations matters fairly, consistently, and confidentially.
Balance employee advocacy with the legitimate needs and interests of the business.
Promote a culture of openness, candor, accountability, respect, teamwork, and high performance.
Monitor employee engagement and identify opportunities to improve the employee experience.
Lead engagement surveys and translate findings into practical action plans.
Facilitate team-building, communication, and organizational effectiveness initiatives.
Help leadership proactively identify and address cultural issues.
Manage the company's compensation and benefits programs.
Partner with leadership on compensation planning, salary reviews, incentive programs, commissions, and recognition programs.
Ensure compensation practices are competitive, equitable, and aligned with business objectives.
Support the design and administration of employee recognition and reward programs.
Monitor benefits programs and serve as the primary internal resource for employee benefits questions and issues.
Analyze compensation and reward practices to support attraction and retention of high-performing employees.
Own the company's core HR processes and ensure they are executed accurately, consistently, and efficiently.
Manage HRIS and employee data, records, reporting, and documentation.
Oversee onboarding, employee changes, promotions, transfers, leaves, exits, and offboarding.
Maintain and update HR policies, procedures, and employee handbook materials.
Ensure compliance with applicable federal, New York State, and New York City employment laws and regulations.
Partner with payroll and benefits providers to ensure accurate and timely administration.
Monitor changes in employment law and proactively communicate and implement required changes.
Maintain appropriate HR documentation and processes to reduce organizational risk.
Use HR data and analytics to identify trends, inform decisions, and measure the effectiveness of HR programs.
Act as a change agent as Rise Alliance continues to evolve and grow.
Help leadership translate organizational changes into clear communication and effective implementation.
Develop communication strategies that take company vision and organizational changes to the employee level.
Assess the people and cultural implications of business changes and recommend appropriate interventions.
Support organizational design, role clarity, reporting structures, and workforce effectiveness.
Help leaders build the capabilities required to support the company's next stage of growth.
Lead or support new-leader assimilation, management development, organizational development, and other initiatives that strengthen the organization.