Human Resources Business Partner

Cushman & Wakefield•New York, NY

30d•$127,500 - $150,000•Hybrid

About The Position

The HR Manager role provides strategic partnership and hands on support to business groups across a given geography to deliver people initiatives that drive immediate and future business results. Additionally, this role will work with HR leadership on key HR initiatives and projects related to talent cycles, change management and implementation of HR best practices.

Requirements

Bachelor’s degree in a business-related field.
5-7 years of progressive HR experience, with a focus on strategic global HR business partnering.
Strong business acumen and ability to understand and align HR initiatives with business objectives.
Excellent verbal and written communication skills, with the ability to communicate effectively with stakeholders at all levels of the organization.
Demonstrated ability to build strong partnerships and relationships across the organization.
High emotional intelligence (EQ) and ability to coach and influence senior management.
Comfortable working in a dynamic, fast-paced, and highly matrixed environment.
Analytical mindset with strong problem-solving and project management skills.
High energy, professionalism, and polished communication style.
Self-starter who can work independently and take ownership of initiatives and projects.

Nice To Haves

Professional HR Certification desired (e.g., SHRM-CP, PHR, SPHR).

Responsibilities

Provide strategic consultation and partnership to the business, with focus on integrating such value-added HR initiatives as succession planning, talent development, and overall talent strategy.
Introduce game-changing people programs to enhance organizational effectiveness and help the business deliver on current and future objectives.
Analyze situations and issues, recognize strategic implications, and apply both specialized expertise and broader HR knowledge to recommend people priorities.
Ensure proper coaching of managers and employees to improve employee performance and engagement, and partner with Employee Relations team to resolve escalated performance and conduct issues.
Manage annual compensation processes for assigned employee population.
In close cooperation with leadership, identify future needs, build succession plans and proactively identify options to close potential resourcing gaps.
Support recruiting process for most senior/critical positions.
Manage talent review process, performance management, and employee development programs.
Coordinate the training needs and training planning activities with the leadership teams, leveraging programs delivered by L&D teams.
Liaise and develop relationships with organizational counterparts and business unit management and staff.
Deliver an exceptional quality of service, as reflected by stakeholder feedback.
Communicate and collaborate across COE’s and People Partner teams to ensure alignment across matrix reporting structure and platform.
Compilation and analysis of people data to enhance awareness and drive decision making.
Work with broader HR team on a wide variety of global HR initiatives and projects across multiple HR disciplines, including, but not limited to, compensation, diversity and inclusion, governance and policy, change management, talent management, performance management, HRIS, and acquisition integration.
Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of services performed.
Partner with the centers of expertise for payroll processing, employee benefits programs, and other national and/or global HR programs to ensure proper alignment and communication.