Director, HR Business Partner, Newsroom

Job Description

The New York Times is seeking a director, HRBP to support and partner with employees and leaders across the Newsroom and Opinion. Reporting to the executive director and head of HRBPs, this role is a player-coach, responsible for mentoring and managing other HRBPs, while also supporting employees across News and Opinion. You will provide guidance and solutions to employees, while driving cultural initiatives and influencing business decisions with leaders. While this person will support the HRBP function across the business as a whole, the focus will be on enacting meaningful change within the newsroom specifically.

You will work closely with the rest of the HRBP team, in partnership with other HRBP directors, in addition to the greater HR department, to build organizational capabilities, behaviors, and structures that support an evolving digital first strategy. You will be a key partner for your client groups and serve as the source of information to our centers of excellence across HR. You are able to manage a team effectively to deliver services and data driven results that support the overarching business strategy.

What You'll Do:
  • Manage a team of three HRBPs and offer coaching and mentorship to support learning and development.
  • Support the day to day needs of your own client group across Opinion.
  • Build relationships with News and Opinion leaders and masthead members. Act as a trusted and credible partner who anticipates needs and proactively recommends solutions.
  • Provide credible guidance, advice, and support.
  • Serve as an active member of the HR team, influencing and challenging colleagues.
  • Gain a deep understanding of how the clients across your portfolio operate and work together. Scan for future trends internally and externally.
  • Support the diversity, equity, and inclusion strategy of The Times.
  • Promote a culture of regular feedback and open communication, reinforcing our mission and values.
  • Partner with business leaders and work with HR centers of excellence to identify organizational needs for business growth and development, and for reaching enterprise goals.
  • Support change efforts by providing consulting support, guidance and a framework for leading and managing change.
  • Work with business leaders to develop succession/talent planning efforts that ensure the teams have the talent needed to deliver on their strategy.
  • Develop and use actionable people metrics to provide insights that help drive business decisions.
  • Design and deliver DEI programs and initiatives that continue to build a sustained culture of belonging.
  • Partner with leaders to build high performing leadership teams, and coach executives to enhance their leadership effectiveness.

What You'll Bring
  • 8+ years of experience in an HR Business Partner role working with senior leaders.
  • 5+ years of management experience.
  • Bachelor's degree.
  • Strong business acumen and analytical skills, with the ability to use data to drive strategic decisions.
  • Impeccable judgment and thoughtful decision making skills.
  • Ability to multitask to balance the needs of the company, managers, and employees.
  • Broad expertise in organizational behavior, change management, talent management, policy implementation, employee relations and communications.
  • Ability to build cross-boundary relationships. Easily gains trust and support of peers. Can work effectively at all levels in the organization.
  • Ability to cope effectively with change - can shift priorities easily, and is comfortable with ambiguity.
  • Willingness to take unpopular stands when necessary and to challenge the status quo.
  • Ability to organize and track quantitative data, analyze and identify trends, and provide actionable recommendations based on data analysis.
  • Excellent customer focus to build strong rapport with clients.
  • Proven negotiation, conflict resolution, influencing and stakeholder management skills.
  • Strong oral and written communication skills.
  • While not required, experience in media and/or working with client groups in the traditional journalistic space is a plus.


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 consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local "Fair Chance" laws.