Associate HR Manager

Position: Associate HR Manager

Reports to: Senior HR Director

Direct reports: HR Coordinator, HR Generalist, Senior HR Generalist

Location: NYC (hybrid)

Employment type: Full-time

The Associate HR Manager is a hands‑on people manager responsible for delivering high‑quality HR partnership and operations across the employee lifecycle. This role oversees and develops a three‑person HR team, in partnership with the Senior HR Director, while serving as a trusted advisor to managers and employees on employee relations, performance management, policy interpretation, compliance, HR operations, and people programs.

The ideal candidate is a strong communicator who brings clarity to complex or sensitive situations, builds trust across all levels of the organization, and can translate HR policies and business needs into practical, consistent action. This is a role for an HR professional who is equally comfortable coaching a team, managing an employee‑relations matter, improving a process, and presenting a clear recommendation to leadership.

• Set clear priorities, service expectations, and operating rhythms for the HR Coordinator, HR Generalist, and Senior HR Generalist.
• Develop team members through regular feedback, goal setting, performance conversations, and career development planning.
• Allocate work thoughtfully, provide escalation support, and ensure consistent high‑quality HR guidance across the team.
• Build a collaborative, accountable, service‑oriented HR team that demonstrates sound judgment and follow‑through.

• Act as a trusted HR advisor to managers and employees, building strong relationships across levels and functions.
• Coach managers through performance, conduct, documentation, feedback, and difficult conversations.
• Provide clear, timely, and practical guidance on HR policies, employee lifecycle processes, and workplace concerns.
• Communicate complex or sensitive topics in a straightforward, respectful, and audience‑appropriate way.

• Lead or support employee‑relations matters, including workplace concerns, conflict resolution, investigations, corrective action, and exit processes.
• Apply policies consistently and fairly while maintaining confidentiality, professionalism, and appropriate documentation.
• Partner with senior Talent leadership and Legal when matters are complex, sensitive, or risk‑bearing.
• Support performance‑management cycles, including goal setting, reviews, feedback, development planning, and performance improvement plans.
• Promote a culture of continuous feedback, accountability, inclusion, and respectful communication.

• Ensure accurate execution of onboarding, offboarding, employee changes, benefits support, leave‑related processes, and other employee lifecycle activities.
• Maintain accurate employee records and HR documentation in the HRIS and related systems.
• Partner with Global Talent, Payroll, Finance, IT, Legal, and other stakeholders to resolve issues and deliver joined‑up employee support.
• Monitor HR data quality and use people metrics—such as headcount, turnover, attrition, engagement, and case trends—to identify risks and inform decisions.
• Support compliance with applicable federal, state, and local employment laws, company policies, and data‑privacy requirements.

• Lead or contribute to HR initiatives such as onboarding, open enrollment, performance cycles, engagement programs, policy updates, manager enablement, and HR system improvements.
• Identify recurring issues, process gaps, and opportunities to simplify or standardize HR delivery.
• Create practical guidance, templates,…