Senior HCM Business Partner

Neuberger Berman•New York, NY

2d•Hybrid

About The Position

Neuberger Berman's Human Capital Management Team is seeking an experienced HCM Business Partner to support Operating Platform business areas from our New York office. In this role, you will serve as a trusted advisor to business leaders and managers, providing expert HR guidance across the full employee lifecycle — from organizational planning and talent development to employee relations and compensation management. This is a high-impact, hands-on role suited for an HR professional who thrives in a fast-paced, dynamic environment and brings both strategic acumen and strong operational discipline.

Requirements

10+ years of HCM Business Partner experience, including time in a fast-paced, dynamic environment
Deep expertise across core HR disciplines including employee engagement, performance management, employee relations, and compensation planning
Strong communication skills with the ability to clearly frame issues and present solutions to stakeholders at all levels
Proven project management capabilities, with experience managing both client-facing initiatives and internal HR team projects
Collaborative, relationship-driven style with a strong client service orientation and team-first mindset
Demonstrated flexibility in managing competing priorities and adapting to shifting business needs
Hands-on approach with comfort operating within a mid-sized HR team
Proficiency in Microsoft Office Suite
Experience with HRIS

Responsibilities

Serve as a trusted advisor to managers and senior leaders, providing Human Capital expertise in support of business initiatives and employee engagement strategies
Identify, frame, and resolve HR issues with the ability to balance strategic thinking with practical, tactical execution
Coach and collaborate with managers on key people topics including employee engagement, change management, and organizational effectiveness
Lead and contribute to the development and implementation of HCM programs, including: Onboarding and new employee assimilation
Performance management and career development
Promotions and recognition programs
Training and development initiatives
Annual compensation review process
Partner with business leaders to develop creative, effective solutions to workforce and employee effectiveness challenges
Provide guidance and coaching to both managers and employees on employee relations matters
Manage the day-to-day operational aspects of HR including position management, staffing plans, compensation management, headcount tracking, and turnover analysis