Lead, HR Business Partner

Zocdoc•New York, NY

14h

About The Position

Zocdoc’s most important asset is our people. As a Lead HR Business Partner, you will support employees and leaders at Zocdoc in all things people-related. You will be an integral part of the People Operations team, seamlessly delivering all aspects of the employee experience to various client groups which include Technology and Product across the business. Your deep understanding of people development and building engagement will empower leadership to attract and maintain top talent. You’ll enjoy this role if you are… Resilient and ownership minded; you can navigate ambiguous situations in a fast paced environment with ease Excited to innovate and be a builder, optimizing processes and implementing new initiatives Curious and ask the right questions to determine the root cause of issues and find solutions Comfortable with using data and analytics to identify problems and support decisions

Requirements

You have a Bachelor’s degree or equivalent with 8+ years of progressive experience in Human Resources, including 5+ years experience as a Human Resources Business Partner working directly with department executives and senior leaders in a technology driven organization
You’re an expert in HR policy and laws
You are resilient and resourceful. You can work in the gray and navigate a constantly changing environment with ease
You have extensive experience with partnering with compensation on structure, philosophy, equity, commissions, and bonus for salary and hourly employee populations
You can work high and low, fluidly transitioning from being a part of strategy one moment to diving deep in details and working tactically the next
You are comfortable with making trend-based decisions on a case-by-case basis at times
You have a proven record of effectively coaching managers as they navigate complex people situations; you act as a feedback whisperer to influence
You are experienced and comfortable working with people at all levels across the organization, and you proactively work with partners to provide support when needed
You have a high bar for all things talent-related, and you’re willing to stay-the-course when challenges arise
Superb communication skills! You believe in keeping all of your stakeholders in the loop and know that multiple mediums of communication are the key to success
Humility. You believe in treating all people with dignity and respect, regardless of title or tenure

Responsibilities

Coaching leaders on all people related matters including talent assessments, succession planning, organization effectiveness, and developing top performing teams
Driving organization design efforts to ensure scalability, aligning structure with business goals and supporting long-term growth while keeping change management top of mind to enable successful adoption and minimize disruption during periods of transformation
Interpreting client groups’ strategy and objectives and building them into a strategic HR roadmap with supporting action plans and HRBP lead initiatives
Enhancing employee & manager enablement by designing development tools and creating, measuring and monitoring HR metrics to analyze data, extracting key insights in order to help make data driven decisions that support designing development tools and overseeing the performance review and talent calibration process and HR strategy and initiatives
Leading the design and execution of workforce restructures and partner with leaders to identify critical succession planning needs
Working side-by-side with leaders and hands-on with the internal People Operations team to deliver excellence in People programs, including compensation, benefits, organizational development, performance management, and talent development programs
Proven HR instincts - well-versed with navigating and resolving complex employee relations issue
Championing and innovating on ways to enhance the employee experience, ensuring that we hire, develop, and retain amazing team members; partner with leaders on rewards and retention levers
Earning trust with leaders by understanding the business, and help leaders understand their People business, including metrics and drivers around hiring, performance management, talent development, engagement, and retention
Acting as a change agent by playing an integral role in guiding change management with leaders and employees through strong communication and cross-team alignment