Director, HRBP

Position Overview

The Director, Human Resources Business Partner is a strategic people leader supporting 400+ employees across 160over
90’s global network. Based in New York City and reporting to the VP, Human Resources, this role partners closely with senior leaders across Partnerships, Experiential, PR/Social, Finance, and Business Operations to drive organizational performance, talent strategy, and a connected, high‑impact culture.

This leader brings a global perspective and strong business insight, advising on workforce planning, organizational build, leadership development, and employee engagement. They anticipate business needs, use data to influence decisions, and design scalable people programs that support growth across diverse markets.

Balancing strategic vision with hands‑on execution, the HR Director thrives in a fast‑paced, creative environment and plays a critical role in shaping a workplace where employees feel supported, empowered, and inspired to do their best work.

• Serve as a trusted advisor to the Partnerships, Experiential, PR/Social, Finance and Business Operations leadership teams, influencing business and talent decisions through strategic counsel, data‑driven insights, and practical solutions that drive organizational performance.
• Proactively identify organizational and talent challenges, assess root causes, and develop actionable solutions while influencing leaders to drive alignment, accountability, and successful execution.
• Partner with hiring managers and department heads to understand staffing needs, prospective openings, and position requirements; forecast changes in staffing, plan recruiting strategies in advance, and maintain movement in the talent pipeline to improve long‑term productivity.
• Effectively partner with finance and business leaders to manage open headcount process, with deep understanding of organization to inform staffing structures and headcount needs.
• Influence leaders across the organization to optimize team structures, workforce planning, and talent strategies; drive initiatives that improve organizational effectiveness, business performance, collaboration, and employee engagement.
• Coordinate company‑wide training on, and compliance with, all federal, state, and local laws and regulations, including health and safety regulations, anti‑harassment and non‑discrimination policies, and employee conduct guidelines.
• Implement organizational talent initiatives, focusing on talent recruitment, retention, training, and professional growth, with specific emphasis on leadership development.
• Coach and counsel management and employees in areas of employee relations, conflict resolution, performance appraisals, and disciplinary measures.
• Thoroughly investigate any potential EEO issues, discrimination, harassment, or any other employee relations complaints or disputes; effectively present findings to the appropriate parties.
• Proactively identify and implement procedures that promote employee performance and job satisfaction. Ensure fair and consistent application of company policy and regulation while promoting positive employee morale.
• Guide assigned client groups through semi‑annual performance review process and coordinate with senior management and finance counterparts to execute merit planning.
• Compile and process new hire paperwork, employee data changes, merit increases / salary adjustments and employee terminations leveraging Workday.
• Anticipate business needs and bring forward solutions, recommendations, and insights rather than simply responding to requests, helping leaders navigate growth, change, and organizational complexity.

• Bachelor’s degree in Human Resources, Psychology, Business Management, or related field required; relevant Master’s degree preferred.
• HR certifications a plus, including but not limited to PHR, SHRM‑CP, SPHR, SHRM‑SCP, APTD, or CPLP.
• Minimum of 8 - 10 years of Human Resources experience with a focus on strategic business partnership, employee relations, and organizational development. Recruitment experience a plus.
• The ability to incorporate equity and belonging into all of our HR initiatives and overall…