Temp HRBP

NICE•Hoboken, NJ

3d•Hybrid

About The Position

The HR Business Partner at NiCE supports the Corporate Services and Vertical Markets organizations by developing and implementing HR plans and solutions that advance strategic business initiatives and deliver results. The role acts as a change agent, leading organizational change and supporting HR initiatives such as succession planning, policy review and implementation, and management training and development. The HR Business Partner advises leaders, provides executive coaching and leadership development, champions a positive employee experience, and aligns HR strategies with business goals. The position leads organizational design and change management, supports talent and compensation processes, executes annual HR programs, collaborates with Centers of Excellence and regional HR teams, and uses workforce data and analytics to assess organizational health and recommend solutions.

Requirements

Minimum 6 years of experience in an HR Business Partner role, preferably within a technology-driven and/or global organization supporting Sales functions.
Proven ability to build strong, trusted relationships across all levels of the organization.
Demonstrated success in leading strategic HR initiatives and influencing senior stakeholders.
Strong business acumen and ability to translate strategy into actionable HR plans.
Excellent project management, communication, and interpersonal skills.
High degree of self-sufficiency, adaptability, and confidence.

Nice To Haves

Experience working in complex, matrixed, and global environments is highly desirable.

Responsibilities

Serve as a trusted advisor to the leadership team, influencing strategic decisions and organizational priorities.
Provide executive coaching and leadership development to strengthen management capabilities.
Champion a positive employee experience and foster a culture of engagement, inclusion, and high performance.
Establish regular communication with business unit leaders to align HR strategies with business goals.
Lead organizational design and change management initiatives, identifying risks and implementing mitigation strategies.
Drive and support HR initiatives, including talent assessment, succession planning, compensation planning (equity, bonus, and merit), and leadership development.
Execute annual HR processes, including performance management, talent reviews, and reward and recognition programs.
Collaborate with COEs and regional HR teams to ensure seamless delivery of HR programs and services.
Use data and analytics to identify trends, diagnose issues, and recommend solutions that drive business performance.
Monitor organizational health through metrics such as performance, engagement, attrition, and diversity.