Senior Manager, Human Resources

Adelphi Group•New York, NY

25d•$110,000 - $125,000•Onsite

About The Position

We are seeking a Senior Manager, Human Resources, with strong HR business partnering background and demonstrated success supporting complex organizations in dynamic, fast-paced environments. This position serves as a strategic partner to business leaders and provides both strategic and operational HR leadership across multiple client groups within key corporate functions. The Senior Manager will support the company’s values, inclusive culture and business objectives. Based at our NY corporate headquarters, the ideal candidate will be comfortable partnering with leaders at all levels within the organization including senior executives, to lead people initiatives related to organizational effectiveness, employee relations, talent management, workforce planning, organizational design, change management, leadership coaching, and compensation planning. This individual will thrive working as part of a collaborative global HR team and will play a critical role in shaping talent strategies, organizational effectiveness, and employee experience across the organization. This role requires regular in-office presence five days per week, to engage and collaborate in-person.

Requirements

Bachelor's degree required.
Minimum 8 years of progressive Human Resources experience, including significant HR Business Partner experience supporting senior leaders.
Demonstrated experience influencing and advising senior leaders on complex people-related matters.
Proven success leading organizational change, talent initiatives, and workforce planning efforts.
Strong business acumen with the ability to align HR strategies to business objectives.
Excellent leadership, consulting, relationship-building, and stakeholder management skills.
Strong analytical and problem-solving skills, including the ability to leverage workforce data and insights.
Strong knowledge of federal, state, and local employment laws and HR best practices.
Outstanding verbal, written, and presentation communication skills.
Ability to manage multiple priorities and operate effectively in a fast-paced environment.
Self-motivated, resourceful, and adaptable with a continuous improvement mindset.
Proficiency with Workday and Microsoft Office Suite.

Nice To Haves

Professional HR certification, a plus.

Responsibilities

Serve as a trusted advisor, coach, and strategic partner to leaders and employees across assigned business groups, providing guidance on a broad range of human resources matters.
Partner with senior business leaders to develop and execute people strategies that support business objectives, growth initiatives, and organizational effectiveness.
Lead complex employee relations matters, performance management issues, reorganizations, reductions in force, and terminations in partnership with HR leadership and Employee Relations COE.
Provide thought leadership and guidance on organizational design, workforce planning, succession planning, and talent assessment initiatives.
Partner with leaders to identify talent gaps and develop strategies to attract, retain, and develop high-performing and diverse talent.
Consult with leaders on job design, organizational structure, promotions, and workforce planning decisions.
Partner with department leaders, hiring managers and the Talent Acquisitions COE to develop effective recruiting strategies and ensure a strong candidate selection and experience.
Oversee the full life cycle of employee engagement, starting with onboarding; partner with Operations COE, employees and leaders to ensure employees are set up for success.
Partner with Compensation COE to make comp package recommendations to leaders for open positions, promotions, or role changes.
Analyze workforce trends and people metrics to provide insights and recommendations that drive business performance and inform decision-making.
Collaborate with Learning & Performance COE to identify talent development opportunities, champion initiatives, and drive adoption of development programs to facilitate a culture of continuous learning, growth, and high performance.
Lead change management efforts associated with organizational transformations, business realignments, and enterprise initiatives.
Develop, interpret, and implement HR policies, programs, practices, and process improvements, ensuring consistency, alignment, and operational effectiveness across client groups and legacy organizations where applicable.
Identify and proactively mitigate employee-related risks, escalating matters as appropriate.
Partner closely with HR Operations COE to ensure transactions are routed and approved accordingly. Ensure integrity of data and approval flows.
Champion, lead and contribute to cross-functional and enterprise HR projects and initiatives, acting as a key partner across the HR organization.
Develop and deliver clear, timely HR communications that support employee engagement, policy awareness, organizational updates, and understanding of HR programs and initiatives.
Provide consultive guidance on the adoption and utility of self-service tools and resources, while responding to employee handbook and policy-related inquiries.
Mentor and support junior HR team members and provide guidance on HR best practices, as appropriate.
Ensure compliance with all applicable federal, state, and local employment laws and regulations.