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. 

Job Description

The New York Times is looking for a Director, HRBP to support and partner with employees and leaders across International newsroom hubs and bureaus. Reporting to the VP, International HR in London.

This is a hybrid position where you will work out of our NYC headquarters 3 days per week. You will work in international time zones with some international travel.

About the Role

The Director, HRBP plays a critical role in driving a people strategy aligned with enterprise goals. You will provide daily HR support for the leaders, managers, and employees of the international desk and all non-US newsroom locations, including guidance, management of the performance enablement cycle, and oversight of process/HR administration. As a trusted advisor to leadership, you will identify issues and opportunities affecting the international newsroom, and offer practical solutions. 

Responsibilities:

• Be a discrete advisor, partner and coach to leaders, managers, individual contributors, and colleagues across The Times’ International desk, non-US newsrooms, and foreign bureaus.

• Manage an International team who supports employees in the UK, EMEA (Europe, Middle East & Africa), Americas (LatAm, Canada & U.S.), Asia, and Australia.

• Provide daily support to department leaders, managers, and employees, providing coaching, management of employee lifecycles and performance management, and oversight of process/HR administration.

• Collaborate with desk leaders, Global Mobility, Talent Acquisition, Legal, and Compensation & Benefits to ensure relocations take into account employee experience.

• Partner with Centers of Excellence (COEs) to deliver impactful people initiatives to client groups. Provide COEs with clear, relevant feedback on how to enhance offerings.

• Partner with ER, Legal (plus outside counsel), HR Policy and Labor to help ensure regulatory and policy compliance.

• Ensure feedback loop between the Talent Management COE and client group about the impact of and possible refinements to current programs, what the group will need in programs being planned, and the skills the group will have to develop over time.

• Be the primary contact with Talent Acquisition partnering with hiring managers, Compensation, Finance, and department Ops leaders.

• Support the diversity, equity, and inclusion strategy of The Times relative to the International Newsroom.

• Work with HRIS to use relevant people metrics to identify insights that can shape desk / departmental HR strategy, determine shifting talent requirements and measure the impact of policies and programs.

• In collaboration promote annual compensation and promotion processes, using guidelines, templates and action plans from COEs.

• Partner with leaders to develop succession/talent planning efforts that ensure they have the talent needed to accomplish their strategy.

• Demonstrate support and understanding of our value of journalistic independence and a strong commitment to our mission to seek the truth and help people understand the world.

Basic Qualifications:

• 10+ years of experience as an HR Business Partner in global creative environments managing a range of HR disciplines; including employee relations, employment law, labor relations, talent management and development, compensation, and DEI.

• 5+ years of experience leading people, with a focus on developing a motivated, healthy and inclusive team.

• International HR experience working in a global organization, specifically in a Newsroom environment.

Preferred Qualifications:

• Bachelor’s degree or equivalent in HR, business, psychology or relevant field.

• SPHR, CIPD or equivalent professional accreditation.

• Experience working in a matrix of functional and geographic departments, in public companies.

The annual base pay range for this role is between $170,000.00 and $190,000.00.

#LI-Hybrid

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.