Fast Facts

The Senior Manager, HR Business Partner plays a critical role in advancing the people strategy through strategic HR leadership and compliance, while fostering an inclusive workplace culture.

Responsibilities: Key responsibilities include aligning HR strategies with business objectives, overseeing performance management, coaching leaders, ensuring compliance with employment laws, and managing sensitive employee relations issues.

Skills: Strong leadership, problem-solving, and conflict-resolution abilities, along with exceptional communication skills and proficiency in HR systems and data analytics are required.

Qualifications: Extensive experience as an HRBP with a focus on leadership development, performance management, employment law compliance, and risk mitigation in corporate and nonprofit environments is preferred.

Location: Newark, NJ (mostly remote with preferred locations in New York, NY or Atlanta, GA)

Compensation: $75000 - $80000 / Annually

POSITION TITLE: Senior Manager, HR Business Partner

REPORTS TO: Senior Director, People

LOCATION: Newark, NJ

Note: This is a mostly remote position (Preferred locations include: New York, NY , Newark, NJ or Atlanta, GA)

POSITION SUMMARY:

The Senior Manager, HR Business Partner (HRBP) is a strategic and hands-on leader who plays a critical role in advancing our people strategy. With deep expertise in both corporate and nonprofit environments, this role partners with leaders across the organization to drive leadership accountability, embed a culture of continuous feedback and development, and ensure regulatory compliance. As a trusted advisor, the Senior HRBP leads initiatives in performance management, employee relations, and risk mitigation—leveraging high emotional intelligence, sound judgment, and the ability to influence leaders still developing their management capabilities.

WHAT YOU'LL DO:

Strategic HR Leadership:

• Align HR strategies with business objectives and support organizational growth.
• Foster accountability and continuous improvement by advising on best HR practices.
• Support leaders and employees through organizational transitions.
• Promote an inclusive workplace culture aligned with company values.
• Track and analyze employee relations trends for proactive interventions.
• Coach managers on navigating sensitive employee concerns.
• Influence and coach leaders—particularly those new to people management—on building high-performing, engaged teams through regular feedback, coaching, and transparent performance conversations.

HR Compliance & Risk Mitigation:

• Conduct audits to ensure compliance with employment laws, workforce regulations, and policies.
• Monitor and mitigate employment-related risks, including wage compliance, discrimination laws, and workplace safety regulations (OSHA, EEOC, etc.).
• Ensure HR policies align with federal, state, and local labor laws across multiple jurisdictions.
• Partner with legal and compliance teams to assess HR risks and implement mitigation strategies.

Performance Management & Leadership Development:

• Guide managers in creating and monitoring Performance Improvement Plans (PIPs).
• Coach leaders on performance feedback, documentation, and resolution of issues.
• Create and facilitate leadership development training, including compliance training on employment laws, ethics, and workplace best practices.

Regulatory Compliance & Training:

• Maintain current knowledge of employment laws, ensuring HR policies align with legal requirements.
• Provide internal compliance training to managers and employees.
• Ensure policies and procedures remain updated with evolving labor laws.
• Manage complex employee relations cases, partnering with legal counsel as needed.

Operational Excellence & Culture:

• Act as a key escalation point for HR-related issues, ensuring compliance-driven resolutions.
• Analyze HR metrics to drive data-informed recommendations for engagement and retention.
• Partner with L&D to conduct engagement surveys and develop action plans.
• Advocate for employees, ensuring concerns are addressed fairly and promptly.

WHAT YOU'LL BRING:

Experience:

• Extensive HRBP experience with a focus on leadership development, performance management, compliance, and employment law risk mitigation.
• Proven track record in handling complex employee relations matters, investigations, and risk mitigation.
• Expertise in employment law compliance and internal audits.
• Experience navigating and advising in both corporate and nonprofit environments, understanding the unique cultural and compliance nuances of each.

Skills:

• Strong leadership, problem-solving, and conflict-resolution abilities.
• Exceptional communication skills with a focus on engaging presentations.
• High emotional intelligence for managing sensitive employee matters.
• Excellent communication and the ability to lead and mitigate challenging conversations.
• Proficiency in HR systems, compliance reporting, and data analytics.
• Demonstrated ability to build trust and credibility at all levels of an organization, particularly in environments where people leaders are still developing.

Desired Skills:

• Familiarity with EEOC, GI Bill, OSHA, and workforce development regulations.

For this role specifically, we are targeting a salary range of $75,000 - $80,000. The salary difference is typically determined by several factors, including the selected candidate's geography and alignment with qualifications and experience.