Senior Human Resources Business Partner

Hachette Book Group•New York, NY

2d•Hybrid

About The Position

The Senior Human Resources Business Partner (HRBP) serves as a strategic partner to assigned business leaders, providing expert guidance across all aspects of the employee lifecycle. This role partners closely with leadership on talent strategy, organizational effectiveness, employee relations, change management, and workforce planning while leading full-cycle recruitment for assigned client groups. In addition to supporting client groups, the Senior HRBP plays an important role in advancing department-wide initiatives through ownership of key HR programs, delivery of leadership training, and mentoring junior HR team members.

Requirements

7+ years of progressive Human Resources experience, including experience serving as an HR Business Partner or HR Generalist supporting multiple client groups.
Demonstrated experience leading complex employee relations matters, workplace investigations, manager coaching, and organizational change.
Experience managing full-cycle recruitment.
Demonstrated ability to build trusted relationships and influence leaders at all levels of the organization.
Strong business acumen with an Owner Mentality and the ability to balance employee needs with business priorities.
Demonstrated Growth Mindset, including curiosity, adaptability, and a commitment to continuous learning.
Experience designing or facilitating leadership development or HR training programs.

Nice To Haves

Exposure to labor relations or a unionized environment is strongly preferred.
Publishing or media experience is welcomed but not required.
Candidates from other industries who are excited to learn our business are encouraged to apply.

Responsibilities

Serve as the primary Human Resources Business Partner for assigned client groups, building trusted relationships with business leaders and employees.
Coach managers and senior leaders on performance management, employee relations, organizational design, talent development, succession planning, and leadership effectiveness.
Lead complex employee relations matters, workplace investigations, performance improvement processes, organizational changes, and restructuring initiatives.
Partner with leaders to anticipate workforce needs and develop practical HR strategies that support business objectives.
Conduct new hire check-ins and exit interviews, identify trends, and recommend actions to strengthen the employee experience.
Lead annual talent reviews and succession planning discussions for assigned client groups.
Use HR metrics, employee feedback, and business insights to identify trends and recommend practical solutions.
Lead full-cycle recruitment for assigned client groups.
Partner with hiring managers on workforce planning, recruiting strategies, interviewing, candidate selection, and offer development.
Deliver an exceptional candidate and hiring manager experience throughout the recruitment process.
Own assigned department-wide HR programs and lead continuous improvement efforts.
Design, facilitate, and continuously enhance assigned HR training initiatives, which may include Management Training, Employment Law, Performance Management, Labor Relations, and other leadership development programs.
Mentor and coach Associate HR Business Partners and HR Business Partners, providing guidance on employee relations, manager coaching, and professional development.
Partner with the Director of Human Resources on department initiatives, process improvements, and cross-functional projects.
Contribute to the development of manager resources, HR communications, and department toolkits.
Support labor relations initiatives and help ensure HR practices remain compliant with collective bargaining agreements and employment laws.
Demonstrate flexibility by contributing wherever needed to support department priorities and deliver excellent service to employees and managers.