Senior Director, Human Resources Business Partner

The National Football League•New York, NY

13d•$175,000 - $225,000•Onsite

About The Position

The Senior Director, Human Resources Business Partner is responsible for managing the day-to-day operations of the HR department, ensuring that policies, procedures, and programs are administered effectively and align with organizational goals for various NFL departments. This role includes support of talent acquisition, employee relations, HRIS, compliance with employment laws, and execution of compensation and benefits practices. The Senior Director, Human Resources plays a pivotal role in driving engagement and supporting the League’s growth and success. The ideal candidate will have a strong background in progressive HR practices, consultation and excellent leadership skills. The position also requires a strong, dynamic and progressive HR practitioner who can effectively foster a positive and inclusive work culture.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Psychology or a related field
8+ years of progressive HR experience, with at least 2+ years management experience
Demonstrated expertise in developing and implementing HR strategies and initiatives that drive business results
Demonstrated ability to use data and metrics to assess true costs and organizational performance to inform decisions
Strong knowledge of employment laws and regulations, with experience ensuring compliance in a complex regulatory environment
Excellent conflict resolution skills.
Proficiency in HRIS systems, Microsoft Office Suite, and talent management software.
Proven track record of participating in high-performing HR teams
Excellent communication and interpersonal skills, with the ability to influence and collaborate effectively at all levels of the organization
Ability to translate business objectives into actionable HR initiatives
Results-oriented mindset with a focus on delivering value and driving continuous improvement
Proficiency in HRIS systems, Microsoft Office Suite, and talent management software.
Ability to handle sensitive and confidential information with discretion.
Very proactive, analytical, process-driven, detail-oriented thinker with experience in cross-functional project management
Workforce-centric mind, as demonstrated by acting thoughtfully, strategically and collaboratively to drive positive change for our workforce
Proven ability to create and deliver thoughtful and impactful presentations
Experience designing and implementing programs

Nice To Haves

HR certifications (e.g. SHRM-SPHR) is a plus

Responsibilities

Serve as a trusted key HR advisor for various departments on people-related matters
Nurture relationships with key internal stakeholders to facilitate effective HR partnerships and leverage experience and knowledge to consult on opportunities and challenges.
Proactively and regularly illustrate the value of HR capital but leveraging data and metrics to analyze information and storytelling to advocate for positive change.
Ensure that HR policies and procedures are consistently applied and compliant with company policies and legal requirements.
Sit across open headcount needs and partner with talent acquisition to facilitate support with hiring, candidate experience and onboarding needs
Drive positive change for the business through implementation of corporate and HR strategies
Navigate complex challenges and deliver excellence for the organization
Partners cross-functionally with leaders, as well as other HRBPs and Employee Relations, to facilitate communication surrounding talent planning, organizational diagnosis, ER and change-management processes
Develops initiatives and programs to improve work relationships, build morale, and increase productivity and retention across Films.
Anticipates and plans for short and long-term people-related needs and trends.
Ensures employees have the necessary tools and skills for future requirements.
Coordinates and implements policies and activities relating to employment, compensation, benefits, retention, professional growth, employee development, wellness and organizational development.
Serve as a point of contact for employee concerns, addressing grievances and resolving conflicts in a fair and timely manner.
Promote a positive work environment through employee engagement programs, team-building activities, and recognition programs.
Administer the NFL performance review process, ensuring managers and employees complete evaluations on time.
Partner with department leaders to address performance issues and implement development plans for underperforming employees.
Assist with training programs that foster employee growth and leadership development.
Conduct exit interviews and analyze feedback to improve retention strategies.
Various projects as needed