Director Human Resources

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.

The New York Times Norfolk, Virginia office is looking for an experienced HRBP to support and partner with employees and leaders across our Shared Services Center (SSC) including being a strategic advisor and lead HR business partner to our SSC President, Vice President of Finance, Director of Employee Services, Executive Director of Technology, Managing Editor of a fully remote work editing team, and Director of B2B of a fully remote work B2B sales and CSM team. This position is a critical part of the SSC Executive Leadership Team which focuses on strategy, policy, and people policies. You will work with client leadership teams and employees to assess organizational needs and set the strategy to address them. You will lead the design of programs to cultivate an inclusive culture in consideration of our core values and to support employee engagement, connection and career development.

As Director of HR, you will use your expertise across the full suite of human resource and organizational development specialties to provide strategic HR partnership to your client teams. This is an exciting opportunity to help our Leadership and their teams in our ever-evolving business. You'll also partner with the central HR team located in New York on strategy of hiring, total rewards, diversity, equity, inclusion, talent development and employee engagement. You will report to the President of the SSC and interact weekly with HR colleagues in New York and London. You will split your time between working at home and from our Norfolk, Virginia office.

KEY AREAS OF RESPONSIBILITY

Support the daily needs of the NYT SSC client groups including Finance, Employee Services, Technology, Facilities, Gainesville Editing Center, and B2B Digital Sales.

Be an active and integral part of the SSC Executive Leadership Team.

Be a trusted strategic advisor and leadership coach to senior clients and managers across multiple levels.

Operate as a trusted and credible partner who anticipates needs and proactively recommends and executes solutions.

Provide credible guidance, advice, and support across the employee life cycle and organizational design.

Manage a small team in HR,Facilities, and administrative operations.

Support the diversity, equity, and inclusion strategy of The Times.

Promote a culture of regular feedback in consideration of our mission and values.

Actively participate in New York HR Team activities, projects and initiatives for the benefit of the SSC and of the Enterprise.

Form trusted strategic relationships with key people in all NYT business locations.

Partner with COEs to design and deliver impactful people initiatives to their client groups. Provide COEs with clear, actionable feedback on how to refine and enhance people initiatives over time as well as meet enterprise goals.

Support change efforts by providing consulting and a framework for leading change.

Work with business leaders to develop succession/talent planning efforts that ensure the teams have the talent needed to accomplish their strategy.

Develop and use relevant people metrics to provide insights that help guide decisions.

Partner with leaders to build strong leadership teams, and coach executives to enhance their leadership effectiveness.

Gain an understanding of how your client groups work and their business to inform tailored talent solutions.

Offer guidance and consultation to employees and managers on topics ranging from organizational design to leadership development, compensation, and performance management.

Assess employee climate, tracking trends in employee behaviors and sentiment, and offering solutions to leaders.

Partner with our Employee Relations, Talent Development, and Legal team to positively resolve employee relations issues, ensure regulatory compliance, and identify development needs for teams and individuals.

Working with HRIS, 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.

Works closely with Finance on HR budget and headcount management related to the group, as well as contributing to planning exercises.

Travel occasionally to NYT locations on behalf of the business (mostly New York City).

WHAT YOU WILL BRING

Seasoned HR Business Partner with 8+ years of increasing HR experience and responsibility in dynamic environments

5+ years of management experience (preferably at a Director level or equivalent)

Experience effectively working in a matrix of functional and geographic business units, ideally in public companies that are global, involve media and include aspects of labor relations

Bachelor’s degree or equivalent in HR, business, psychology or relevant field preferred. SPHR, CIPD, or equivalent professional accreditation a plus

Extensive experience effectively partnering with leadership teams and key stakeholders, including acting as a coach and advisor.

Team leadership experience, with a focus on cultivating a motivated, engaged and inclusive team

Ability to lead the development of important talent programs at the SSC (driving change where needed) – including recruitment, total rewards, leadership development, diversity, equity and inclusion, and organizational strategy and design

A working knowledge of a range of HR disciplines including employee relations, employment law, labor relations, 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.

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

Working knowledge of organizational behavior and how to effectively navigate and lead client groups through change

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

Leads change with nuance and empathy

The annual base pay range for this role is between $150,000 and $170,000.

#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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