HR Business Partner

HR Business Partner-New York

As a leading, global financial information services provider, Fitch Group delivers vital credit and risk insights, robust data, and dynamic tools to champion more efficient, transparent financial markets. With over 100 years of experience and colleagues in over 30 countries, Fitch Group's culture of credibility, independence, and transparency is embedded throughout its structure, which includes Fitch Ratings, one of the world's top three credit ratings agencies, and Fitch Solutions, a leading provider of insights, data and analytics.

With dual headquarters in London and New York, Fitch Group is owned by Hearst. Fitch Group is currently seeking a Human Resources Business Partner based out of our New York office. A successful HR Business Partner will provide expert HR guidance and delivery to enable business goals and objectives across both global and local contexts. The role will balance broad, global HR coverage and alignment with Fitch Ratings' enterprise priorities, while providing practical, hands-on execution for U.S.

-based employees and managers. This includes integrated talent evaluation, development, succession planning, organizational design, workforce planning, staffing, compensation, employee relations, and annual HR processes. They will engage in thoughtful, proactive, and strategic dialogue with their client groups and collaborate effectively with HR Product and Service Delivery partners. In addition to their client responsibilities, as a member of the Fitch Group Global HR team, the HRBP will contribute to the wider HR strategy and culture, helping ensure objectives, ways of working, and employee experiences are aligned across regions.

The role requires the ability to translate global HR priorities into clear, consistent, locally relevant execution for U.S.

-based employee populations, while partnering with colleagues across HR, Legal, Finance, Risk, Talent Acquisition, Talent, Learning and Development, and Employee Relations. The ideal candidate must be a global, enterprise level thinker with a successful track record in enabling organizational growth through HR products and services. Candidates should demonstrate strong knowledge of strategic Human Resource Management practices as well as a robust understanding of labor legislation and its application across multiple jurisdictions.

Ideally, candidates will have held roles in different HR specialty areas (e.g., recruiting, talent, employee relations) and will have experience influencing and motivating those who are outside a direct reporting line. This position will report into the Senior Director for Fitch Ratings, Americas with a matrix reporting line to the Global Head of HR for Fitch Ratings.

Critical Skills Needed for the Role:

• Translate global HR priorities into practical, consistent execution for U.S.
  
  -based employees and managers, while maintaining alignment with broader Fitch Ratings and Fitch Group objectives.
• Advise leaders and managers with sound business judgment, using workforce context, HR expertise, and data to recommend clear actions and trade-offs.
• Apply practical knowledge of U.S. employment practices, employee relations, performance management, compensation cycles, workforce planning, and annual HR processes.
• Manage employee relations matters from intake through resolution, including documentation, manager guidance, escalation of higher-risk issues, and partnership with Employee Relations and Legal as needed.
• Use HR reporting, qualitative insights, and business context to identify trends, anticipate workforce issues, and recommend measurable next steps.
• Organize and execute cyclical HR activity, employee requests, and ad-hoc priorities with accuracy, responsiveness, and strong follow-through.
• Build productive partnerships across HR specialist teams and key functions, including Legal, Finance, Risk, Compliance, IT, Talent Acquisition, Talent, Learning and Development, and Employee Relations.
• Handle confidential employee information and sensitive business issues with discretion, sound judgment, and appropriate urgency.
• Identify process gaps, recommend practical improvements, and help implement more consistent and effective ways of working.
• Communicate clearly and credibly with employees, managers, senior leaders, and HR colleagues, adjusting messages by audience and issue sensitivity.

How You'll Make an Impact:

• Develop a strong understanding of the business' financial position, goals, priorities, key drivers, and future…