AddressThe 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.
The New York Times HR Policy & Employee Relations (HRPER) group works with HR Business Partners, company leadership, the Legal team, and additional partners across the organization to create positive employee experiences, develop people-focused and legally compliant policies, and employ fair and objective processes for investigating and addressing Employee Relations issues.
You will report to the Director of HR Policy & Employee Relations as an essential partner focused on the development, interpretation, and governance of HR/ER procedures, and supporting team operations.
If you’re passionate about enhancing the employee experience and supporting the New York Times mission, we want to hear from you. You will be in a hybrid position where you will work out of our NYC headquarters 3 days per week.
Responsibilities:
- Partner on the end-to-end creation, implementation, and interpretation of HR procedures, using in-depth expertise in relevant legislative and industry trends, legal updates, and best practices.
- Own our HR policy governance process and act as a liaison with HR policy owners.
- Develop tools to help standardize processes and scale the HR Policy function.
- Support Employee Relations advisory and investigations (e.g, conducting intake interviews).
- Partner with internal experts, including HR Business Partners, Legal, Labor Relations and others in providing Employee Relations solutions.
- Partner with HR subject matter experts to help implement and communicate policy changes to the organization, and act as a liaison with Corporate Communications.
- Provide project management support on HR policy projects.
- Represent our team on projects as a subject matter expert.
- Coordinate people and resources as part of a team to complete projects.
- Conduct policy benchmarking, data collection and best practices analysis.
- Track policy development trends and make suggestions.
- Help collect relevant data to operationalize internal HR/ER processes.
- Experience in GSuite apps - Slides, Sheets and Documents.
- Demonstrated experience rolling out new policies through project management and process improvement.
Basic Qualifications:
- 3+ years of experience in a human resources, HR Policy or related position.
- 2+ years of experience with U.S. labor/employment laws and compliance requirements.
- 1+ years of experience working with an HRIS, like Workday.
Preferred Qualifications:
- 1+ years of experience with labor relations.
- 1+ years of experience in GSuite apps - Slides, Sheets and Documents.
- Bachelor's Degree, Master's degree or HR professional certification.
The annual base pay range for this role is between $110,000.00 and $130,000.00
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. Individuals seeking an accommodation for the application or interview process should email [email protected]. Emails sent for unrelated issues, such as following up on an application, will not receive a response.
The Company will further consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable "Fair Chance" laws.
The New York Times Company follows the pay transparency and non-discrimination provisions outlined by the United States Office of Federal Contract Compliance Programs. Click here for details.
