Principal HR Business Partner (New York City)

Agoda•New York, NY

7d•$141,000 - $166,000•Onsite

About The Position

We’re looking for a Senior Manager or Principal, HR Business Partner (HRBP) to lead the People agenda for our North America Region. In this high-impact role, you’ll be a trusted advisor to Agoda’s Commercial teams, helping drive revenue growth by building high-performing, customer-focused teams and strengthening key B2B partnerships. You’ll spend about 40% of your time on strategic partnering and talent management, with the remainder focused on performance management, employee relations, people operations, and learning & development. You’ll work hands-on with leaders and employees, balancing big-picture thinking with practical day-to-day support. This is a hands-on, high-impact role for someone who enjoys both strategic work and rolling up their sleeves to get things done.

Requirements

Bachelor’s Degree in Human Resources or a related field is required.
8–10 years of progressive HR experience, including 3–5 years in a senior HRBP/HR leadership role, and a minimum of 5 years operating across North America (United States, Canada, LATAM) with demonstrated familiarity with federal, state/provincial labour laws, cross‑border employment practices, and compliance obligations.
Demonstrated experience embedding People and culture into business leadership, ideally at scale and in a fast-paced, global environment.
Ability to flex between company-wide strategy and tailored solutions for specific region, with a strong business partnership mindset.
Skilled at aligning and connecting HR functions, building strong relationships, and driving collaboration across teams.
Expertise in leadership effectiveness, engagement, talent management, rewards, succession planning, and organizational design.
Experience in workforce planning, organisational agility, and leading large-scale change/transformation initiatives across multiple markets.
Outstanding ability to communicate with influence, use data to inform decisions, and engage stakeholders at all levels.
Ability to cope well with ambiguity and change.
Willingness to get hands-on and tackle operational HR tasks as needed. Especially during transformation. You’re not afraid to roll up your sleeves and support the team wherever needed to drive results.
Fluency in written and spoken English, with strong communication skills to effectively convey complex information.

Nice To Haves

Curiosity, ready to challenge current practices and perspectives.
Experience creating and rolling out people programs or ways of working that make the company a better place to work and help teams perform at their best.
Great sense of ownership and reliability.
Multicultural or International Experience.
Humility, flexibility, good interpersonal skills.

Responsibilities

Partner as a senior advisor to regional leaders and managers, shaping business and people strategies through a deep understanding of goals, team culture, and talent needs to drive commercial success.
Shape and deliver a People Roadmap that aligns with both company-wide and local business priorities.
Lead and influence cross-functional initiatives that support business transformation and organizational growth.
Anticipate business needs and implement proactive, scalable HR solutions that add long-term value.
Use data and insights to inform decisions, measure impact, and provide actionable recommendations (e.g., retention, engagement, performance trends).
Lead talent identification, development, and succession planning to build a strong leadership pipeline.
Support organizational design, workforce planning, and change management to keep Agoda agile and competitive.
Drive effective change management and communication for key business initiatives, ensuring smooth transitions and high engagement.
Manage, in partnership with People Centre of Expertise, employee relations cases, ensuring fair and timely resolution, and provide guidance on complex or sensitive matters.
Oversee people operations, including onboarding, policy guidance, and compliance with local labor laws.
Drive learning and development initiatives to build skills and support career growth.
Mentor and coach HR colleagues and business leaders, building people leadership capability across the region.
Champion a culture of feedback, continuous learning, and high performance.
Ensure strong governance, compliance, and risk management in all people practices.