Head of Human Resource Business Partners, Engineering

Job Description

The New York Times has been fulfilling its mission to "seek the truth and help people understand the world" for nearly 170 years by delivering world-class journalism. More recently, this mission has been augmented by a deep investment in digital subscriptions and products. All of this has culminated in nearly seven million subscribers using The New York Times to read news, enjoy games, try recipes, and listen to podcasts. As The New York Times seeks to become " a world class digital media business " we are expanding our investment in engineering.

As part of this investment in our as a digital product organization, The New York Times is looking for someone to join our team to oversee the talent and culture strategy for our quickly scaling Engineering group. You will be the primary partner to our CTO and senior technology leadership, assessing organizational needs and setting the strategy to address them. You will use your expertise across the full suite of human resource and organizational design specialists. You'll also partner with the central HR team on strategy of hiring, total rewards, talent development, diversity, equity and inclusion. You will report to the Head of HRBPs. Our headquarters and newsroom are located in New York, NY. Remote candidates are encouraged.

What you'll do:
  • Develop a technology talent strategy aimed at driving a highly engaged culture, and facilitating organizational design and long-range growth plan that optimizes the employee experience
  • Partner with senior business leaders to collaboratively build the long-term vision for important talent programs
  • Collaborate across the HR Centers of Excellence and senior business leaders to build effective, and scalable people programs to support the business; this includes talent acquisition, total rewards, and talent development
  • Lead the development of important talent programs across the Technology Organization -including recruitment, total rewards, leadership development, and organizational strategy and design
  • Center and integrate diversity, equity and inclusion throughout all people practices across the technology department in collaboration with the central? corporate? Talent management team
  • Lead progress in achieving representation goals as defined in our most recent DEI Report
  • Partner closely with the Talent Acquisition Team on all aspects of sourcing, data collection and strategic partnerships to keep our pipeline robust with diverse talent
  • Work with Organization Design and Effectiveness and the business to improve and bias-proof internal mobility, career pathing and succession planning
  • Shape organizational design to bring forth the future of our technology organization and help maintain motivated, and impactful teams
  • Partner with leaders to build leadership teams, and coach executives to enhance their leadership effectiveness
  • Grow and develop the technology HRBP team
  • Be a strategic partner and confidential advisor to our senior technology leadership teams
  • Bring research backed and creative thinking to create a thriving employee experience that is rooted in an equitable and inclusive culture
  • Promote a culture of regular feedback, promoting our mission and values
  • Lead change with nuance and empathy

What you'll bring:
  • 12+ years of progressive HR Business Partner experience in a high growth, change rich environment
  • 5+ years of progressive experience leading a team of HR Business Partners
  • Depth of experience working with digital product engineering teams on organizational design and talent development
  • The ability to create high impact people programs with senior leaders in a scaling organization to achieve its goals
  • Experience as an executive level leadership coach and advisor
  • Experience using data to make strategic decisions
  • Broad expertise in organizational behavior, change leadership , talent management, policy implementation, employee relations and communications
  • Can work and build trust at all levels in the organization
  • Willingness to take unpopular stands in the pursuit of excellence
  • Conflict resolution and facilitation skills
  • Experience working with unions preferred


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.