Vice President, Human Resources Business Partner - Tech, Product, Data, Analytics & Corporate Functions

A Place for Mom•New York, NY

1d•$225,000 - $275,000

About The Position

As the Vice President, Human Business Partner (HRBP) – Technology, Product, Data & Analytics, and Corporate Functions, you will serve as a key member of the People Leadership Team and a strategic advisor to executive leaders across critical business functions. In this role, you will shape and execute an integrated people strategy that accelerates business performance, strengthens organizational capability, and fosters a high-performing, values-driven culture. You will partner closely with C-level and senior executives to drive workforce transformation, leadership effectiveness, organizational design, succession planning, and talent strategy. This role requires someone who can balance enterprise-wide thinking with hands-on execution, ensuring that people strategies directly support business growth, innovation, and long-term organizational success.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field; advanced degree preferred.
15+ years of progressive Human Resources leadership experience, including significant HR Business Partner leadership supporting Technology, Product, Data & Analytics, and/or Corporate Functions.
Proven experience partnering with executive leadership teams and influencing strategic business decisions.
Deep expertise in organizational design, workforce planning, succession management, talent strategy, and leadership development.
Strong understanding of employment law, employee relations, and risk management.
Demonstrated success leading organizational transformation, change management, and large-scale business initiatives.
Advanced analytical capabilities with experience leveraging workforce data to drive business outcomes.
Exceptional executive presence, communication, consulting, and stakeholder management skills.
Experience operating within high-growth, complex, and matrixed organizations.
Strong business acumen with the ability to align people strategy to financial and operational objectives.

Nice To Haves

Ability to travel occasionally (10–20%) based on business needs.

Responsibilities

Serve as a trusted advisor to executive leadership, aligning people strategies with enterprise objectives, growth priorities, and long-term business goals.
Partner with business leaders to develop organizational strategies that enhance performance, scalability, and operational effectiveness.
Influence executive decision-making through data-driven insights, workforce analytics, and forward-looking talent strategies.
Serve as a strategic deputy to the Chief People Officer, ensuring continuity of executive decision-making, and representing the CPO in key business, talent, and organizational initiatives as needed.
Lead organizational design, workforce planning, succession management, and talent optimization initiatives to ensure the organization is positioned for future growth.
Drive large-scale change management and transformation efforts, enabling leaders and teams to successfully navigate evolving business needs.
Assess organizational health and effectiveness, recommending and implementing solutions that improve agility, collaboration, and performance.
Develop and execute talent strategies that strengthen leadership capability, accelerate employee development, and build robust succession pipelines.
Coach senior executives and leaders on leadership effectiveness, performance management, team dynamics, and organizational challenges.
Partner across the People function to design and implement innovative talent programs that attract, develop, engage, and retain top talent.
Champion initiatives that enhance employee engagement, belonging, and overall workplace experience while reinforcing company values and culture.
Foster an inclusive, equitable, and high-performance environment where employees can thrive and contribute at their highest potential.
Ensure consistent application of people practices and policies while balancing business objectives and employee needs.
Collaborate with business and compensation leaders to optimize organizational structures, workforce investments, and incentive programs.
Provide strategic guidance on compensation, rewards, and recognition practices that support business objectives and talent retention.
Leverage workforce analytics and market insights to inform strategic workforce and talent decisions.
Lead and support enterprise-wide people initiatives that build organizational capability and strengthen the company’s competitive advantage.
Partner across HR Centers of Excellence to deliver integrated, scalable solutions that support business priorities and employee success.
Drive continuous improvement across people processes, leveraging best practices and innovative approaches to maximize impact.