Job description

The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It’s why we have a world-renowned newsroom that sends journalists to report on the ground from nearly 160 countries. It’s why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it’s why our business strategy centers on making journalism so good that it’s worth paying for. About the Role: The New York Times is looking for a Director, HR Business Partner for the Product Engineering and Technology groups to support and partner with the Chief Technology Officer, leaders, managers and employees across the technology function, and with our Chief Product Officer. You will manage a team of two, while also supporting employees directly. You will report to the VP, HR Business Partners. The Director, HRBP plays a critical role in driving a people strategy aligned with enterprise goals. You will be the primary HR partner to support our Chief Technology Officer (CTO), Chief Product Officer (CPO), managers, and employees of the technology organization - including guidance, management of the performance enablement cycle, and oversight of process/HR administration. This is a hybrid role based in our New York City headquarters. You can expect to come into the office 3+ days per week. Responsibilities: Be an advisor, partner, and coach to senior leaders, managers, and individual contributors across our Technology group, including the Chief Technology Officer and Chief Product Officer Lead and develop a team of two HR Business Partners to manage multiple HR issues and support the business Provide daily support to senior-level department leaders, managers, and employees, providing coaching, management of employee lifecycles and performance management, and oversight of process/HR administration Lead planning, communication support and implementation of company and department-level people initiatives, developing programs and solutions to meet department needs Partner with Centers of Excellence (COEs) to deliver impactful people initiatives to client groups. Provide COEs with clear, relevant feedback on how to refine and enhance people initiatives over time Partner with leadership to monitor how business plans and industry trends may affect talent needs, HR priorities, and the way your client groups are organized or operate Partner with business leaders on setting priorities and monitoring progress to create an inclusive workplace for all employees Develop and interpret relevant people metrics to identify trends and provide insights that shape HR strategy and talent recommendations, and lead cross-functional initiatives Collaborate with Employee Relations, Talent Management, and Legal teams to investigate and resolve employee relations issues, ensure regulatory compliance, and identify development needs for employees Handle daily operational tasks, such as answering requests and inquiries from employees, and assisting with HRIS transactions Demonstrate support and understanding of our value of journalistic independence and a strong commitment to our mission to seek the truth and help people understand the world Basic Qualifications: 10+ years of increasing HR Business Partner experience and responsibility with experience managing a range of HR disciplines, including employee relations, employment law, labor relations, talent management and development, compensation, and inclusion within technology or adjacent teams 5+ years of experience leading people, with a focus on developing a motivated, engaged, and inclusive team Experience working with an HRIS, e.g., Workday, SuccessFactors Preferred Qualifications: Bachelor's degree or equivalent in HR, business, psychology, or relevant field preferred - SPHR, CIPD, or equivalent professional accreditation Experience working in a matrix of functional and geographic teams in public companies, media, or includes aspects of employee relations Experience providing research/data backed ideas to create a successful employee experience that is rooted in an equitable and inclusive culture Experience creating and scaling high-impact people programs with senior leaders to support an organization's goals #LI-Hybrid REQ-020701 Additional Compensation and Benefits: For roles in the U.S., dependent on your role, you may be eligible for variable pay, such as an annual bonus and restricted stock. Benefits may include medical, dental and vision benefits, Flexible Spending Accounts (F.S.A.s), a company-matching 401(k) plan, employee stock purchase plan, paid vacation, paid sick days, paid parental leave, tuition reimbursement and professional development programs. For roles outside of the U.S., information on benefits will be provided during the interview process. The annual base pay range for this role is between: $185,000 — $215,000 USD Candidate Use of GenAI Tools: We’re excited to learn more about you and your experience. To keep our hiring process as fair and authentic as possible, we ask that you submit your own work and not use GenAI tools to generate substantive content during the application and interview process. If you’re an engineering candidate, we’ll let you know what specific GenAI tools you are permitted to use for your technical assessment. The New York Times Company is committed to being the world’s best source of independent, reliable and quality journalism. To do so, we embrace a diverse workforce that has a broad range of backgrounds and experiences across our ranks, at all levels of the organization. We encourage people from all backgrounds to apply. We are an Equal Opportunity Employer and do not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The U.S. Equal Employment Opportunity Commission (EEOC)’s Know Your Rights Poster is available here . The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws. Individuals seeking an accommodation for the application or interview process should email reasonable.accommodations@nytimes.com. Emails sent for unrelated issues, such as following up on an application, will not receive a response. For information about The New York Times' privacy practices for job applicants, click here . Please beware of fraudulent job postings. Scammers may post fraudulent job opportunities, and they may even make fraudulent employment offers. This is done by bad actors to collect personal information and money from victims. All legitimate job opportunities from The New York Times will be accessible through The New York Times careers site . The New York Times will not ask job applicants for financial information or for payment, and will not refer you to a third party to do so. You should never send money to anyone who suggests they can provide employment with The New York Times. If you see a fake or fraudulent job posting, or if you suspect you have received a fraudulent offer, you can report it to The New York Times at NYTapplicants@nytimes.com. You can also file a report with the Federal Trade Commission or your state attorney general .

Requirements

Must-haves

This is a hybrid role based in our New York City headquarters. You can expect to come into the office 3+ days per week.
Be an advisor, partner, and coach to senior leaders, managers, and individual contributors across our Technology group, including the Chief Technology Officer and Chief Product Officer
Lead and develop a team of two HR Business Partners to manage multiple HR issues and support the business
Provide daily support to senior-level department leaders, managers, and employees, providing coaching, management of employee lifecycles and performance management, and oversight of process/HR administration
Lead planning, communication support and implementation of company and department-level people initiatives, developing programs and solutions to meet department needs
Partner with Centers of Excellence (COEs) to deliver impactful people initiatives to client groups. Provide COEs with clear, relevant feedback on how to refine and enhance people initiatives over time
Partner with leadership to monitor how business plans and industry trends may affect talent needs, HR priorities, and the way your client groups are organized or operate
Partner with business leaders on setting priorities and monitoring progress to create an inclusive workplace for all employees
Develop and interpret relevant people metrics to identify trends and provide insights that shape HR strategy and talent recommendations, and lead cross-functional initiatives
Collaborate with Employee Relations, Talent Management, and Legal teams to investigate and resolve employee relations issues, ensure regulatory compliance, and identify development needs for employees
Handle daily operational tasks, such as answering requests and inquiries from employees, and assisting with HRIS transactions
Demonstrate support and understanding of our value of journalistic independence and a strong commitment to our mission to seek the truth and help people understand the world
5+ years of experience leading people, with a focus on developing a motivated, engaged, and inclusive team
Experience working with an HRIS, e.g., Workday, SuccessFactors
If you’re an engineering candidate, we’ll let you know what specific GenAI tools you are permitted to use for your technical assessment.
For information about The New York Times' privacy practices for job applicants, click here .

Nice-to-haves

Bachelor's degree or equivalent in HR, business, psychology, or relevant field preferred - SPHR, CIPD, or equivalent professional accreditation
Experience working in a matrix of functional and geographic teams in public companies, media, or includes aspects of employee relations
Experience providing research/data backed ideas to create a successful employee experience that is rooted in an equitable and inclusive culture
Experience creating and scaling high-impact people programs with senior leaders to support an organization's goals

Application prep

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

Platform: greenhouse
Effort: quick

Benefits

Benefits detected in the listing.

Dental

Vision

401(K)

Parental Leave

Professional Development