HRBP

NICE•Hoboken, NJ

About The Position

At NiCE, we don’t limit our challenges. We challenge our limits. Always. We’re ambitious. We’re game changers. And we play to win. We set the highest standards and execute beyond them. And if you’re like us, we can offer you the ultimate career opportunity that will light a fire within you. So, what’s the role all about? We are seeking a Strategic HR Business Partner to serve as a trusted advisor to senior leaders across multiple lines of business. This role partners closely with business leadership to translate strategy into people priorities that enable growth, organizational effectiveness, and transformation. The HR Business Partner provides counsel across organization design, workforce planning, talent and succession, leadership effectiveness, and change, while using data-driven insights to guide decisions, strengthen outcomes, and manage risk in a dynamic global environment.

Requirements

4-6 years of strategic experience as an HR Business Partner.
Bachelor’s degree in Human Resource Management, or related field, or equivalent work experience.
Strong ability to understand business goals and recommend strategies that help the business achieve them.
Ability to operate strategically while also managing detailed work such as headcount tracking and planning.
Resiliency, critical thinking, and the ability to thrive in a fast-paced, complex, and ever-changing environment.
Strong communication, organizational, and stakeholder management skills, with the ability to convey messaging from senior leaders to employees effectively.
Experience driving employee engagement and business outcomes through thoughtful HR partnership.
Basic knowledge of employment law.

Nice To Haves

Experience within a start-up or technology environment.
Experience working with a global team in a matrixed organization.
Experience assessing management and executive talent.

Responsibilities

Serve as a strategic people advisor to senior leaders, translating business strategy into scalable people plans that support performance, growth, and organizational transformation.
Partner with business leaders and the Director, Human Resources on organization design, workforce planning, talent deployment, and succession planning to ensure role clarity, critical capability coverage, and long-term scalability.
Lead change and transformation initiatives by advising leaders on communication strategy, stakeholder alignment, engagement, and adoption during periods of organizational change.
Coach front-line managers and senior leaders to strengthen leadership effectiveness, team performance, and organizational health.
Lead talent review and succession planning efforts within the assigned business units, helping leaders assess talent, strengthen pipelines, retain key talent, and build future-ready capability.
Use workforce analytics, talent insights, and business metrics to identify trends, assess organizational health, and recommend actions that improve retention, engagement, and effectiveness.
Partner with business leaders to shape employee engagement and culture initiatives that strengthen performance, support business outcomes, and enhance the employee experience.
Advise leaders in partnership with Finance on workforce planning priorities, investment trade-offs, and headcount decisions aligned with business strategy.
Partner with Compensation, Talent Acquisition, and other HR Centers of Excellence to align enterprise programs, hiring strategies, and talent decisions with business priorities.
Guide leaders through sensitive people matters with sound judgement, balancing business needs, employee experience, and risk.
Identify organizational risks and opportunities proactively, using data, judgement, and business context to recommend practical actions that strengthen outcomes.