Human Resources Business Partner

Human Resources Business Partner

At Memorial Sloan Kettering, everything we do is in service of one mission: ending cancer for life. That mission is carried forward by the clinicians caring for patients, the scientists at the Sloan Kettering Institute advancing discovery, and the corporate and shared services teams that make both possible — and right now, MSK is entering one of the most ambitious growth chapters in its history.

The Kenneth

C. Griffin Pavilion opens in 2030, and our Regional Care Network is expanding across New York, New Jersey, and Connecticut, bringing world-class cancer care closer to more patients than ever before. Growth at this scale runs on people decisions: how we structure teams, develop leaders, and plan our workforce for what's next. Our HR Business Partners are at the center of those decisions every day, and this is a great opportunity to build your career at the heart of that work.

We are seeking an HR Business Partner to be the day-to-day HR consultant for assigned client groups across MSK. Our HRBPs support clinical, research, corporate, and shared services teams, and a strong HRBP can flex across all of them as needs evolve. This is a role with real ownership and a clear runway to grow.

Role Overview

• Own day-to-day HR consultation for your client groups: coaching managers through team and performance challenges, advising on people decisions, and being the first call when leaders need guidance.
• Partner with Employee Relations on cases, Talent Acquisition on searches and workforce needs, and Compensation on leveling and offers, connecting your clients to the full HR ecosystem.
• Support talent reviews, succession planning, and the annual compensation cycle for your client groups, and help leaders turn engagement results into action.
• Use workforce data, turnover, vacancy, and staffing trends, to bring leaders insight and spot issues before they grow.
• Partner with Senior HR Business Partners on organizational design, workforce planning, and change initiatives, building toward leading them yourself.
• Build relationships and a working knowledge of your client groups' structure, roles, goals, and challenges.
• Help managers navigate onboarding, transfers, and offboarding for their teams, ensuring a smooth experience at every transition point.
• Support leaders in preparing for and following up on performance review cycles, helping translate feedback into concrete development plans.
• Assist in drafting and refining job descriptions and org charts as client groups evolve, keeping structure aligned with real business needs.
• Help track and follow up on action items from employee relations cases, talent reviews, and engagement surveys so momentum doesn't stall.
• Bring a client-group perspective to broader HR projects and process improvements, helping shape programs that actually work on the ground.
• Stay current on HR policies and practices, and help managers apply them consistently and fairly across your client groups.

Key Qualifications

• 4+ years of experience advising leaders on people and organizational issues. That can be in HR, or in an adjacent path such as management consulting, organizational development, chief of staff, or business operations; HR generalist or HRBP experience is a plus.
• Working knowledge of core people practices: talent management, performance, and exposure to employee relations, compensation, and organizational design, or the aptitude and drive to build it quickly with our specialist teams.
• Experience in a large or complex organization; healthcare or academic medical center experience is a plus, not a requirement.
• Demonstrated success building trust and credibility with managers, even in ambiguous or fast-moving situations.
• Comfort operating with some independence while knowing when to loop in specialist teams or more senior HR partners.
• HR certification (SHRM-CP, PHR) a plus but not required.
• Genuine interest in growing into a Senior HRBP role, with a track record of taking on stretch assignments and seeking feedback.

Core Skills

• Consultative and credible with managers and leaders; clear, direct communicator.
• Sound judgment and discretion on sensitive employee matters.
• Comfortabl…