Human Resources Partner

The Juilliard School•New York, NY

1d•Hybrid

About The Position

The Human Resources Partner (HRP) serves as a consultative, solutions-oriented liaison between the Human Resources Department and assigned schools, divisions, and administrative departments. The HRP reports to the Associate Director, Human Resources. This role is a key driver in the evolution of the HR function into a high-touch, accessible, and strategic partner. The HRP balances employee-centered service with a commitment to consistency, operational clarity, and the optimization of HR systems. The HRP provides essential guidance on employee relations, performance management, workforce planning, and policy interpretation. Acting as a "functional expert," the HRP ensures that HR initiatives in total rewards, engagement, and development are executed seamlessly across their portfolio, maintaining a unified “One HR” approach across the community. This role requires 4 days on-site with one remote day, subject to change due to the needs of the operation. This is an exempt role. The salary for this role is $90K-$95K per year.

Requirements

Bachelor's degree in human resource management, labor relations, business administration, or related field.
4-6 years of progressive HR experience with demonstrated employee relations, generalist, or business partner-level duties.
Foundational knowledge of labor relations and experience working in collective bargaining agreements.
Strong knowledge of employment laws, leave administration, and HR best practices.
Experience using HRIS systems (Oracle/Workday/PeopleSoft strongly preferred).
Excellent communication, interpersonal, coaching, and relationship‑building skills.
Ability to exercise sound judgment, maintain strict confidentiality, and navigate sensitive matters with discretion.
Excellent verbal and written skills in order to draft policies, conduct investigations, and counsel staff.
Demonstrated ability to work in a high‑volume, fast‑paced, deadline‑driven environment.

Nice To Haves

General understanding of Benefits, Retirement Plans, Leaves and ADA Accommodations

Responsibilities

Serve as a dedicated HR liaison for assigned portfolios, navigating both union and non-union environments with a focus on building high-trust relationships.
Advise leadership on the application of HR policies, collective bargaining agreements (CBAs), and employment laws to ensure fair and transparent operations.
Partner with the AVP and Associate Director to implement workforce planning and talent management strategies tailored to the unique needs of the performing arts environment.
Provide high‑trust, confidential consultation to employees and managers on workplace concerns, conflict resolution, performance matters, and policy questions.
Support investigations, documentation, and resolution processes in alignment with HR’s Code of Ethics and confidentiality standards.
Champion adoption and consistent use of Oracle (Cadence) HRIS, supporting employees with transactions and troubleshooting with the goal of teaching self-service.
Collaborate with the HCM team and HR leadership to improve data integrity, streamline workflows, and reduce manual administrative tasks.
Partner with the Office of Community and Culture (OCC), Non-discrimination & Title IX, to ensure coordinated support for employees, following the “No Wrong Door” philosophy.
Partner with hiring managers in understanding and successfully completing the hiring process for positions within their portfolio.
Works closely with the HR Manager to ensure job scoping, leveling, and crafting of job descriptions is consistent with the HR title and grade structure recommendations.
Actively engage in new hire orientation including follow up with new hires during the onboarding process.
Lead the 30-60-90 day orientation touchpoints to ensure new hires are successfully integrated into the organization and their specific roles.
Conducts 6 month employee stay interviews.
Guide managers on performance management practices, coaching strategies, and constructive feedback aligned with organizational values.
Support and market HR-led initiatives for leadership development, coaching, and continuous learning within the portfolio group.
Help departments identify training needs and partner with HR colleagues to deliver customized learning solutions.
Participate in HR’s engagement and access strategy to improve communication, visibility, and trust across the School.
Support change management efforts during implementation of new HR tools, policies, and process improvements.
Contribute to developing and maintaining employee resources, policy creation, process maps, and standard operating procedures.
Undertake cross-functional HR initiatives related to policy standardization, compensation structure, HR team development, workforce planning, and OCC alignment.
Provide project management support to HR leadership on department-wide priorities.
Other related duties as assigned.