Human Resources Business Partner

BROOKLYN NAVY YARD DEVELOPMENT CORP•New York, NY

4d•$90,000 - $100,000•Hybrid

About The Position

The Brooklyn Navy Yard Development Corporation (BNYDC) is a not-for-profit corporation that serves as the real estate developer and property manager of the Yard on behalf of its owner, the City of New York. BNYDC strives to provide an environment in which innovative companies can take root and grow. The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to department leaders, aligning people strategies with organizational goals. This manager-level role provides both strategic and hands-on HR support in the areas of performance management, employee and labor relations, workforce planning, and organizational effectiveness. They play a key role in fostering a positive, equitable, and high-performance culture at BNYDC. This role serves as the primary liaison between the organization and its union partners, and supervises one direct report; Senior Coordinator, Employee Engagement. The HRBP will partner closely with the SVP of Human Resources & Director of Talent & Organizational Development to align initiatives that strengthen leadership capacity, employee engagement, and retention.

Requirements

Strong interpersonal and relationship-building skills with the ability to influence outcomes, and partner effectively across all organizational levels
Deep expertise in employee relations issues with sound judgment and professionalism
Demonstrated commitment to equity, inclusion, and organizational culture
In-depth knowledge of employment laws, regulations, and HR industry best practices
Exceptional written, verbal, and presentation skills
Strong quantitative and analytical skills with the ability to collect and analyze critical HR data, build reports, and use insights to inform strategy
Proactive, solutions-oriented mindset. Able to balance strategic vision with operational execution
Comfort navigating ambiguity in a dynamic organizational environment
Strong organization and project management skills
Ability to maintain strict confidentiality and exercise sound judgement
Proficiency in Microsoft Office (Word, Excel, Outlook, PowerPoint)
Bachelor’s degree in Human Resources, Business Administration, or related field
5+ years of progressive HR experience, with 3+ years in an HRBP or HR management capacity supporting organizational leadership
Demonstrated experience managing performance management processes, including coaching leaders, drafting corrective actions and PIPs, and conducting investigations

Nice To Haves

Prior experience as a people manager / team leader strongly preferred
Experience working in a unionized environment, non-profit sector, and/or for mission-driven organizations preferred
Experience supporting organizational change, restructuring, or culture initiatives preferred

Responsibilities

Partner with department heads to understand business objectives and design people strategies that align with organizational goals
Act as the primary point of contact for employees seeking assistance on workplace issues, concerns, and conflicts
Coach managers on all aspects of performance management including:
Drafting and refining performance reviews, counseling documents, and written corrective actions
Designing and monitoring Performance Improvement Plans (PIPs) and guiding managers through performance conversations
Lead employee investigations, ensuring objective, thorough, and compliant handling of complaints and workplace concerns
Provide expert guidance on disciplinary actions, ensuring consistency, fairness, and adherence to employment law, company policy, and/or labor agreements
Build manager capability by training supervisors on feedback delivery, documentation, and performance conversations
Serve as the primary liaison between the organization and its union partners
Manage grievance process, facilitate labor-management discussions, and support contract interpretation
Lead the Engagement Committee, facilitating discussions that identify challenges and opportunities related to morale and organizational effectiveness; translate committee feedback into actionable recommendations to drive improvements
Lead organization-wide engagement initiatives, including surveys, feedback mechanisms, and action planning
Champion initiatives that enhance inclusion, belonging, and employee voice s
Supervisor the Sr. Coordinator, Employee Engagement, providing ongoing mentorship and professional development
Partner with the SVP and Director, Talent & Organizational Development, to identify and address leadership development needs; support learning, training, and talent initiatives and provide insights from to inform development and succession planning strategies
Leverage HR data and analytics to identify workforce trends and inform decision-making
Interpret and apply employment laws, collective bargaining agreements, and internal policies to ensure compliance and mitigate risk; contribute to ongoing review and improvement of HR policies, processes, and documentation standards