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Human Resources Business Partner London, England

The New York Times

Full Time London, England 65032 - 72024 GBP ANNUAL Today

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.

Note for US based roles: Any offer of employment is contingent on providing proof of Covid-19 vaccination prior to your start date, subject to approved medical and/or religious exemptions, in accordance with applicable law.

Job Description

The New York Times is seeking a HRBP, an excellent opportunity for a senior HR Advisor or junior HRBP with solid HR experience to take on a generalist international HR role. As the front-line face of HR, and a bridge to other parts of the function, you will be key to providing an effective and consistent “One HR” and shaping how The New York Times is perceived as an employer.

The HRBP plays a critical role in driving a people strategy aligned with the Company’s business objectives, mission and values. With pragmatism and an ability to nimbly work through ambiguity, the HRBP provides day-to-day HR support for the leaders, managers and employees of client group(s), including guidance and coaching, management of the performance enablement cycle, and oversight of process/HR administration. Acting as a trusted advisor and thought partner to client group leadership, the HRBP proactively identifies issues and opportunities impacting the business, and offers practical ways to address them. The HRBP uses every interaction to role model the Company’s values and behaviours, and takes advantage of every type of activity to drive change and ensure an equitable and inclusive culture.

MAIN RESPONSIBILITIES

Guidance, Coaching and Partnership

Serves as a proactive and discrete advisor, thought partner and coach to leaders, managers, individual contributors, colleagues and employees
Helps leaders, managers and supervisors develop their people management skills
Partners with client group leadership to continuously monitor how business plans and competitive trends may impact talent needs (skills, experience, types of roles), HR priorities and the way the client group is organised or operates
Uses relevant people metrics to identify trends and insights that can shape HR strategy, determine shifting talent requirements and measure the impact of policies and programs
Partner with COEs to design and deliver impactful people initiatives to their clients

Talent Development

Partners with client group leaders and COEs to assess internal talent and minimise bias in internal mobility, career paths, talent calibration/planning exercises, DEI initiatives, and succession planning
Drives the execution of performance enablement and learning programs within the client group, supporting leaders and managers throughout the performance management cycle, and ensuring appropriate follow-up actions such as performance/development plans

Talent Acquisition (TA)

Serves as the primary interface with the TA team on behalf of the client group, partnering with recruiters, hiring manager, Compensation, and Finance
Partners with client group leadership and relevant hiring manager to ensure each job is scoped correctly, in terms of what is needed and why (including job description, level and compensation)
Partners with the recruiter and client group leadership to agree the preferred candidate, provide an offer rationale, work with compensation and then present a recommendation to the hiring manager
Monitor departmental recruiting to help ensure an effective onboarding takes place for new hires and transfers

Employee Experience

Partners with client group leadership to use every touchpoint in the employee lifecycle to create a compelling employee experience within the client group and the NYT overall that is equitable, inclusive and brings the NYT mission, values, behaviors and the DEI Call To Action to life
Provides effective planning, communication support and implementation of company- and client group-level people initiatives
Provides relevant COEs with insights (including those from exit interviews) into factors that drive performance, commitment and intent to stay
Works with Policy & Employee Relations and Legal to investigate and resolve employee issues and complaints
Responds to employee questions about company policies and practices and refers them as appropriate to COEs or other resources
Provides HRBP and client group perspectives on HR policies in development

Compensation

Shepherds annual compensation and promotion processes within the client group, using guidelines, templates and action plans from COEs
Coordinates off-cycle compensation transactions, e.g. internal offers, promotions, retention arrangements
Implements internal/market adjustments and works to ensure pay equity

Administration

Partners with ER, Legal, HR Policy and/or Labour to help ensure regulatory and policy compliance
Coordinates with Legal, Global Mobility and outside immigration counsel as needed to facilitate employee relocations, ex-pat assignments, and work authorisation
Workday administration and approvals

OUR IDEAL CANDIDATE

Seasoned HR Advisor / Specialist or junior HRBP with a minimum of 3 years’ experience working in a HR department, handling all aspect of HR administration and direct client experience and responsibility in dynamic environments
Experience effectively working in a matrix of functional and geographic business units, ideally in public companies that are global (media would be advantageous)
Bachelor’s degree or equivalent in HR, business, psychology or relevant field preferred. CIPD ideally to level 5, or equivalent professional accreditation a plus
Experience effectively partnering with leadership teams and key stakeholders, including acting as a coach and advisor
Knowledge of a range of HR disciplines including employee relations, employment law, talent management and development, compensation, and DEI in order to partner effectively with SMEs/COEs and client groups
Has the mindset of a peer and thought partner, regardless of level. Effectively challenges existing points of view and offers ideas on how to address challenges and opportunities
Collaborative and able to build trust at all levels. Able to navigate difficult conversations. Effectively influences and uses conflict resolution, facilitation skills and inquiry to problem solve and surface underlying issues
Demonstrated ability to leverage people data to inform strategic decisions
Experience with Workday and GSuite as well as familiarity with other HRIS platforms a plus
Ability to handle sensitive information with discretion and tact
Has a business orientation, offering insights into how talent issues can impact company and HR strategies and plans
Demonstrates strong written, oral and presentation skills that reflect the Company’s standards on the effective use of language and an ability to communicate in a clear and accurate way

#LI-AM1

The New York Times is committed to a diverse and inclusive workforce, one that reflects the varied global community we serve. Our journalism and the products we build in the service of that journalism greatly benefit from a range of perspectives, which can only come from diversity of all types, across our ranks, at all levels of the organization. Achieving true diversity and inclusion is the right thing to do. It is also the smart thing for our business. So we strongly encourage women, veterans, people with disabilities, people of color and gender nonconforming candidates to apply.

The New York Times Company is an Equal Opportunity Employer and does 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 New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws, and will consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable "Fair Chance" laws.

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