Job description

As a leading, global financial information services provider, Fitch Group delivers vital credit and risk insights, robust data, and dynamic tools to champion more efficient, transparent financial markets. With over 100 years of experience and colleagues in over 30 countries, Fitch Group’s culture of credibility, independence, and transparency is embedded throughout its structure, which includes Fitch Ratings, one of the world’s top three credit ratings agencies, and Fitch Solutions, a leading provider of insights, data and analytics. With dual headquarters in London and New York, Fitch Group is owned by Hearst. Fitch Group is currently seeking a Human Resources Business Partner based out of our New York office. A successful HR Business Partner will provide expert HR guidance and delivery to enable business goals and objectives across both global and local contexts. The role will balance broad, global HR coverage and alignment with Fitch Ratings’ enterprise priorities, while providing practical, hands-on execution for U.S.-based employees and managers. This includes integrated talent evaluation, development, succession planning, organizational design, workforce planning, staffing, compensation, employee relations, and annual HR processes. They will engage in thoughtful, proactive, and strategic dialogue with their client groups and collaborate effectively with HR Product and Service Delivery partners. In addition to their client responsibilities, as a member of the Fitch Group Global HR team, the HRBP will contribute to the wider HR strategy and culture, helping ensure objectives, ways of working, and employee experiences are aligned across regions. The role requires the ability to translate global HR priorities into clear, consistent, locally relevant execution for U.S.-based employee populations, while partnering with colleagues across HR, Legal, Finance, Risk, Talent Acquisition, Talent, Learning and Development, and Employee Relations. The ideal candidate must be a global, enterprise level thinker with a successful track record in enabling organizational growth through HR products and services. Candidates should demonstrate strong knowledge of strategic Human Resource Management practices as well as a robust understanding of labor legislation and its application across multiple jurisdictions. Ideally, candidates will have held roles in different HR specialty areas (e.g., recruiting, talent, employee relations) and will have experience influencing and motivating those who are outside a direct reporting line. This position will report into the Senior Director for Fitch Ratings, Americas with a matrix reporting line to the Global Head of HR for Fitch Ratings. Critical Skills Needed for the Role: • Translate global HR priorities into practical, consistent execution for U.S.-based employees and managers, while maintaining alignment with broader Fitch Ratings and Fitch Group objectives. • Advise leaders and managers with sound business judgment, using workforce context, HR expertise, and data to recommend clear actions and trade-offs. • Apply practical knowledge of U.S. employment practices, employee relations, performance management, compensation cycles, workforce planning, and annual HR processes. • Manage employee relations matters from intake through resolution, including documentation, manager guidance, escalation of higher-risk issues, and partnership with Employee Relations and Legal as needed. • Use HR reporting, qualitative insights, and business context to identify trends, anticipate workforce issues, and recommend measurable next steps. • Organize and execute cyclical HR activity, employee requests, and ad-hoc priorities with accuracy, responsiveness, and strong follow-through. • Build productive partnerships across HR specialist teams and key functions, including Legal, Finance, Risk, Compliance, IT, Talent Acquisition, Talent, Learning and Development, and Employee Relations. • Handle confidential employee information and sensitive business issues with discretion, sound judgment, and appropriate urgency. • Identify process gaps, recommend practical improvements, and help implement more consistent and effective ways of working. • Communicate clearly and credibly with employees, managers, senior leaders, and HR colleagues, adjusting messages by audience and issue sensitivity. How You’ll Make an Impact: • Develop a strong understanding of the business’ financial position, goals, priorities, key drivers, and future trajectory so HR solutions are aligned to business needs and employee impact. • Partner with business leaders on talent planning, performance management, succession, workforce and headcount planning, mobility, organizational design, and change initiatives. • Use timely management reporting, workforce analysis, and qualitative insight to identify emerging issues and recommend practical responses. • Collaborate with Ratings Employee Experience HRBPs, Employee Relations, and Legal to resolve employee matters, support investigations, and guide managers through performance management and corrective action processes. • Partner with Talent Acquisition to support hiring strategy, candidate assessment, compensation alignment, and compelling offer development. • Work with Talent, Learning and Development to identify capability needs and support delivery of relevant talent and learning solutions. You May be a Good Fit if: • Minimum of 10 years’ professional HR experience, ideally gained in consulting, financial services, or professional services. • Experience partnering with senior executives in a dynamic, fast-changing environment through a thoughtful and constructive approach. • Direct experience supporting organizational transformation, change management, and workforce planning. • Experience supporting global client groups while executing locally relevant HR solutions. • Minimum of a Bachelor’s degree; postgraduate HR or business management qualification preferred. What Would Make You Stand Out: • Experience earning the confidence of established senior leadership teams and contributing to strategic business discussions. • Comfort operating in a highly analytical, data-driven management culture. • Creative problem-solving skills and the judgment to navigate employee matters that are complex, sensitive, or ambiguous. • Ability to manage complex, multi-faceted projects while keeping the broader business context in view. • Experience working across international environments with strong professional and cultural awareness. Why Choose Fitch: • Hybrid Work Environment: 3 days a week in office required based on your line of business and location • A Culture of Learning & Mobility: Dedicated trainings, leadership development and mentorship programs designed to ensure that your time at Fitch will be a continuous learning opportunity • Investing in Your Future: Retirement planning, financial wellness and tuition reimbursement programs that empower you to achieve your short and long-term goals • Promoting Health & Wellness: Comprehensive healthcare offerings that prioritize a healthy body & mind • Supportive Parenting Policies: Family-first policies, including a generous global parental leave plan, designed to help you balance career and family life effectively • Dedication to Giving Back: Paid volunteer days and support for community engagement initiatives At Fitch, AI is embedded in how we work every day—supporting smarter decision-making, streamlining workflows, and enabling new ways to create value for our business and clients. Intelligent solutions are increasingly part of our day-to-day operations, helping teams work more efficiently and think differently as we continue to evolve. We’re looking for colleagues who are comfortable operating in an AI-enabled environment—or who are curious, adaptable, and eager to build their AI literacy over time. We value professionals who embrace technology as part of continuous learning and who are committed to using it thoughtfully to enhance how work gets done. Fitch is committed to providing global securities markets with objective, timely, independent and forward-looking credit opinions. To protect Fitch’s credibility and reputation, our employees must take every precaution to avoid conflicts of interests or any appearance of a conflict of interest. Should you be successful in the recruitment process at Fitch Ratings you will be asked to declare any securities holdings and other potential conflicts prior to commencing employment. If you, or your immediate family, have any holdings that may conflict with your work responsibilities, you may be asked to divest yourself of them before beginning work. Fitch is proud to be an Equal Opportunity and Affirmative Action Employer. We evaluate qualified applicants without regard to race, color, national origin, religion, sex, sexual orientation, gender identity, disability, protected veteran status, and other statuses protected by law. FOR NEW YORK AND CHICAGO ROLES ONLY Expected base pay rates for the role will be between $150,000 and $170,000 per year. Actual salaries will be determined on an individualized basis and may vary based on factors including but not limited to education, training, experience, past performance, and other job-related factors. Base pay is one part of Fitch’s total compensation package, which, depending on the position, may also include commission earnings, discretionary bonuses, long-term incentives, and other benefits sponsored by Fitch.

Requirements

Must-haves

Fitch Group is currently seeking a Human Resources Business Partner based out of our New York office.
This position will report into the Senior Director for Fitch Ratings, Americas with a matrix reporting line to the Global Head of HR for Fitch Ratings.
Translate global HR priorities into practical, consistent execution for U.S.-based employees and managers, while maintaining alignment with broader Fitch Ratings and Fitch Group objectives.
Advise leaders and managers with sound business judgment, using workforce context, HR expertise, and data to recommend clear actions and trade-offs.
Apply practical knowledge of U.S. employment practices, employee relations, performance management, compensation cycles, workforce planning, and annual HR processes.
Manage employee relations matters from intake through resolution, including documentation, manager guidance, escalation of higher-risk issues, and partnership with Employee Relations and Legal as needed.
Use HR reporting, qualitative insights, and business context to identify trends, anticipate workforce issues, and recommend measurable next steps.
Organize and execute cyclical HR activity, employee requests, and ad-hoc priorities with accuracy, responsiveness, and strong follow-through.
Build productive partnerships across HR specialist teams and key functions, including Legal, Finance, Risk, Compliance, IT, Talent Acquisition, Talent, Learning and Development, and Employee Relations.
Handle confidential employee information and sensitive business issues with discretion, sound judgment, and appropriate urgency.
Identify process gaps, recommend practical improvements, and help implement more consistent and effective ways of working.
Communicate clearly and credibly with employees, managers, senior leaders, and HR colleagues, adjusting messages by audience and issue sensitivity.
Develop a strong understanding of the business’ financial position, goals, priorities, key drivers, and future trajectory so HR solutions are aligned to business needs and employee impact.
Partner with business leaders on talent planning, performance management, succession, workforce and headcount planning, mobility, organizational design, and change initiatives.
Use timely management reporting, workforce analysis, and qualitative insight to identify emerging issues and recommend practical responses.
Collaborate with Ratings Employee Experience HRBPs, Employee Relations, and Legal to resolve employee matters, support investigations, and guide managers through performance management and corrective action processes.
Partner with Talent Acquisition to support hiring strategy, candidate assessment, compensation alignment, and compelling offer development.
Work with Talent, Learning and Development to identify capability needs and support delivery of relevant talent and learning solutions.
Minimum of 10 years’ professional HR experience, ideally gained in consulting, financial services, or professional services.
Experience partnering with senior executives in a dynamic, fast-changing environment through a thoughtful and constructive approach.
Direct experience supporting organizational transformation, change management, and workforce planning.
Experience supporting global client groups while executing locally relevant HR solutions.
Experience earning the confidence of established senior leadership teams and contributing to strategic business discussions.

Nice-to-haves

Minimum of a Bachelor’s degree; postgraduate HR or business management qualification preferred.

Application prep

Use the role’s language and application details while tailoring your materials.

Keywords to mirror

Platform: successfactors
Effort: medium

Benefits

Benefits detected in the listing.

Parental Leave

Wellness