Human Resources Business Partner

Memorial Sloan Kettering Cancer Center•New York, NY

1d•Hybrid

About The Position

The Human Resources Business Partner (HRBP) will serve as the day-to-day HR consultant for assigned client groups across Memorial Sloan Kettering Cancer Center (MSK). This role supports clinical, research, corporate, and shared services teams, and the HRBP will need to be adaptable across all of them as needs evolve. This is an opportunity to build a career at the heart of HR decisions, with real ownership and a clear path for growth. The HRBP will own day-to-day HR consultation for their client groups, coaching managers through team and performance challenges, advising on people decisions, and serving as the primary point of contact for leadership guidance. They will partner with Employee Relations on cases, Talent Acquisition on searches and workforce needs, and Compensation on leveling and offers, connecting clients to the broader HR ecosystem. The role involves supporting talent reviews, succession planning, and the annual compensation cycle, and assisting leaders in translating engagement results into actionable plans. Utilizing workforce data, including turnover, vacancy, and staffing trends, the HRBP will provide leaders with insights and identify potential issues proactively. They will partner with Senior HR Business Partners on organizational design, workforce planning, and change initiatives, with the goal of leading these efforts independently in the future. Building strong relationships and a deep understanding of client groups' structures, roles, goals, and challenges is crucial. The HRBP will assist managers with onboarding, transfers, and offboarding processes to ensure smooth transitions. They will support leaders in preparing for and following up on performance review cycles, helping to translate feedback into development plans. Additionally, the HRBP will assist in drafting and refining job descriptions and organizational charts as client groups evolve, ensuring alignment with business needs. They will help track and follow up on action items from employee relations cases, talent reviews, and engagement surveys to maintain momentum. The role also involves contributing a client-group perspective to broader HR projects and process improvements, helping to shape effective programs. Staying current on HR policies and practices and ensuring their consistent and fair application across client groups is also a key responsibility.

Requirements

4+ years of experience advising leaders on people and organizational issues (HR, management consulting, organizational development, chief of staff, or business operations).
HR generalist or HRBP experience is a plus.
Working knowledge of core people practices: talent management, performance, and exposure to employee relations, compensation, and organizational design, or the aptitude and drive to build it quickly with specialist teams.
Experience in a large or complex organization.
Demonstrated success building trust and credibility with managers, even in ambiguous or fast-moving situations.
Comfort operating with some independence while knowing when to loop in specialist teams or more senior HR partners.
Genuine interest in growing into a Senior HRBP role, with a track record of taking on stretch assignments and seeking feedback.
Consultative and credible with managers and leaders; clear, direct communicator.
Sound judgment and discretion on sensitive employee matters.
Comfortable working with workforce data and turning it into insight for leaders.
Adaptable and curious, including comfort adopting new tools and AI-enabled HR technology as the function evolves.
Organized and able to prioritize across multiple client groups with competing demands.

Nice To Haves

Healthcare or academic medical center experience is a plus.
HR certification (SHRM-CP, PHR) is a plus.

Responsibilities

Own day-to-day HR consultation for assigned client groups.
Coach managers through team and performance challenges.
Advise on people decisions and provide guidance to leaders.
Partner with Employee Relations on cases.
Partner with Talent Acquisition on searches and workforce needs.
Partner with Compensation on leveling and offers.
Support talent reviews, succession planning, and the annual compensation cycle.
Help leaders turn engagement results into action.
Use workforce data (turnover, vacancy, staffing trends) to provide leaders with insight and identify issues.
Partner with Senior HR Business Partners on organizational design, workforce planning, and change initiatives.
Build relationships and a working knowledge of client groups' structure, roles, goals, and challenges.
Help managers navigate onboarding, transfers, and offboarding.
Support leaders in preparing for and following up on performance review cycles.
Assist in drafting and refining job descriptions and org charts.
Help track and follow up on action items from employee relations cases, talent reviews, and engagement surveys.
Bring a client-group perspective to broader HR projects and process improvements.
Stay current on HR policies and practices, and help managers apply them consistently and fairly.