Manager, People Business Partner

Job Description:

The New York Post is looking for a Manager, Human Resources Business Partne r to join our collaborative HR team of nine!

Reporting to the HR Director, this role will partner closely with managers, leaders, and employees across the organization on a broad range of HR responsibilities. You’ll serve as a trusted business partner to teams across our Commercial and Newsroom departments, providing guidance, coaching, and support on everything from day-to-day employee questions and performance management to employee relations, organizational changes, and other people-related challenges.

We’re looking for someone who is a strategic thinker, proactive, takes initiative, and enjoys finding creative solutions. You should genuinely enjoy partnering with people, educating and guiding managers and employees, and helping leaders navigate situations with thoughtful, practical advice. This is a role where things can move quickly and not every situation will come with a clear playbook, so we’re looking for someone who is comfortable with ambiguity, can think on their feet, and is willing to roll up their sleeves and help wherever needed.

You’ll work closely with the broader HR team, including Talent Acquisition, and have the opportunity to make a meaningful impact across the organization. We’re a collaborative team that works hard, supports one another, and believes you can do great work while also having fun doing it. We’re looking for someone who is excited to join the team, build strong relationships, and contribute ideas rather than simply check boxes.

Responsibilities include:

- Partner with managers, leaders, and employees across Commercial and Newsroom functions to provide thoughtful, practical HR guidance and support.
- Serve as a trusted business partner and advisor to managers on employee relations, performance management, talent development, career progression, engagement, and other people-related matters.
- Coach and educate managers on HR policies, processes, best practices, and how to effectively navigate employee situations.
- Manage and conduct employee relations investigations, including gathering information, interviewing relevant parties, documenting findings, and recommending appropriate next steps.
- Support managers and employees through performance concerns, workplace conflict, and other sensitive employee matters with sound judgment, discretion, and empathy.
- Partner with employees and managers on workplace accommodations and other individual employee needs.
- Help leaders navigate organizational changes, team dynamics, workforce planning, and organizational effectiveness initiatives.
- Partner with the HR Director and broader HR team on people strategies and initiatives that support business and organizational priorities.
- Collaborate closely with Talent Acquisition and other members of the HR team to ensure a consistent and connected employee experience from recruiting through the employee lifecycle.
- Use data, workforce insights, and employee feedback to identify opportunities and recommend practical solutions.
- Help develop and implement HR programs, processes, and initiatives that improve the employee experience and support the business.
- Identify opportunities to streamline HR processes and introduce new tools, technology, and AI where appropriate to make our work more effective and efficient.
- Stay current on employment laws, HR best practices, and emerging workplace trends and help ensure their appropriate application.
- Handle confidential and sensitive employee information with a high level of professionalism and discretion.
- Jump in and support projects and responsibilities outside of your immediate scope when the team or business needs it. We’re a small, collaborative team, and everyone contributes!

Requirements:

- At least 5 years of progressive HR experience, with at least 3 years of true HR Business Partner or equivalent client-facing business partnership experience.
- Experience partnering directly with managers and leaders to provide HR guidance, coaching, and solutions.
- Strong foundation in employee relations, investigations, performance management, and employee coaching.
- Experience with workplace accommodations strongly preferred.
- Experience supporting fast-paced organizations, ideally within media, commercial, sales, editorial, creative, or another deadline-driven environment.
- Strong understanding of HR best practices and working knowledge of applicable employment laws.
- Excellent communication and interpersonal skills, with the ability to build trust and credibility with employees at all levels.
- A strategic and solutions-oriented mindset, with the ability to understand business needs and translate them into practical people solutions.
- Comfortable operating in ambiguity and making thoughtful decisions without always having a clear roadmap.
- Highly proactive and resourceful, with a willingness to take initiative and see things through from idea to execution.
- Strong judgment and discretion when handling sensitive or confidential matters.
- Ability to manage multiple priorities and move quickly without losing attention to detail.
- Strong coaching, influencing, relationship-building, and problem-solving skills.
- A collaborative mindset and willingness to pitch in wherever needed.
- Bachelor’s degree in HR, business, psychology, or a related field preferred, or equivalent experience.

Note: This role is based in our Midtown Manhattan office and requires working on-site three days per week.

Compensation: $120,000 - $150,000 Salary + Annual Bonus

Equal Opportunity Employer
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, protected veteran status, disability status or any other protected characteristic under applicable law. EEO/Disabled/Vets
Reasonable Accommodation
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Base Pay Range: $120,000 - $150,000 + Bonus
We’re committed to offering competitive and flexible compensation to attract top talent. This pay range reflects our good faith estimate for the role and may vary based on a candidate’s experience, skills, location, and other relevant factors.

For bonus-eligible roles, targets are determined based on multiple considerations, including market benchmarks and individual contributions.

For benefits-eligible roles, we offer a comprehensive and competitive benefits package covering health, retirement, wellbeing, and more, along with optional benefits to meet the diverse needs of our employees