How you move is why we’re here. ®
Now more than ever.

Get back to what you need and love to do.
The possibilities are endless...
 
Now more than ever, our guiding principles are helping us in our search for exceptional talent - candidates who align with our unique workplace culture and who want to maximize the abundant opportunities for growth and success.
 
If this describes you then let’s talk!
 
HSS is consistently among the top-ranked hospitals for orthopedics and rheumatology by U.S. News & World Report. As a recipient of the Magnet Award for Nursing Excellence, HSS was the first hospital in New York City to receive the distinguished designation. Whether you are early in your career or an expert in your field, you will find HSS an innovative, supportive and inclusive environment.

Working with colleagues who love what they do and are deeply committed to our Mission, you too can be part of our transformation across the enterprise.

Emp Status

Regular Full time

Work Shift

Compensation Range

The base pay scale for this position is $198,500.00 - $268,000.00. In addition, this position will be eligible for additional benefits consistent with the role. The salary of the finalist selected for this role will be determined based on various factors, including but not limited to: scope of role, level of experience, education, accomplishments, internal equity, budget, and subject to Fair Market Value evaluation. The hiring range listed is a good faith determination of potential compensation at the time of this job advertisement and may be modified in the future.

What you will be doing

Assistant Vice President , HR Business Partners

Hybrid - NYC

The Assistant Vice President (AVP), HR Business Partners is a strategic HR leader responsible for leading and evolving the HR Business Partner (HRBP) function in support of the organization’s business strategy, workforce priorities, and culture. This role serves as a trusted advisor to senior executives and business leaders, translating business objectives into comprehensive people strategies that drive organizational performance, talent development, employee engagement, and organizational effectiveness.

The AVP will lead a team of HR Business Partners and establish a high-performing, consultative HRBP model that enables leaders to effectively manage talent, organizational change, performance, succession, workforce planning, and organizational design. This leader will partner closely with Centers of Excellence (COEs), Talent Acquisition, Total Rewards, Learning & Development, and other HR functions to deliver an integrated employee experience.

Key Responsibilities

Strategic HR Leadership

·         Develop and execute an enterprise HRBP strategy aligned with organizational goals, business priorities, and workforce needs.

·         Serve as a strategic advisor to executive leadership and senior business leaders on people, organizational, and cultural matters.

·         Translate business strategy into actionable workforce and talent strategies.

·         Anticipate emerging workforce trends and proactively identify people-related opportunities and risks.

·         Provide insights and recommendations to senior leadership using workforce analytics and business data.

·         Participate in enterprise planning and leadership discussions to ensure workforce implications, organizational capacity, and talent risks are considered in business decisions.

·         Establish appropriate governance and escalation practices for significant people decisions and cross-functional workforce issues.

HR Business Partner Leadership

·         Lead, coach, and develop a team of HR Business Partners supporting multiple business units and/or functions.

·         Establish clear standards, operating models, and expectations for HRBP effectiveness and service delivery.

·         Build a culture of accountability, collaboration, innovation, and customer service within the HRBP organization.

·         Ensure HRBPs operate as proactive strategic partners rather than primarily transactional advisors.

·         Assess organizational needs and optimize HRBP coverage, capabilities, and resources accordingly.

·         Set consistent practices for business reviews, talent discussions, issue escalation, and partnership with HR COEs.

·         Manage the HRBP function’s operating priorities and resources, including budget input and responsible use of HR resources.

Talent & Organizational Effectiveness

·         Partner with leaders on talent strategy, workforce planning, succession planning, and leadership development.

·         Drive effective talent reviews and succession processes for critical roles and leadership populations.

·         Advise leaders on organizational design, restructuring, workforce optimization, and change management.

·         Develop strategies to strengthen leadership capability, employee engagement, retention, and organizational effectiveness.

·         Partner with leaders to identify high-potential talent and critical workforce capabilities.

·         Help leaders assess current and future workforce capabilities, identify skill gaps, and develop plans to build, acquire, or redeploy talent.

·         Evaluate the effectiveness of talent and organizational interventions and recommend adjustments based on outcomes and business needs.

Employee Relations & Performance

·         Provide guidance on complex performance management, workplace conduct, and organizational issues.

·         Ensure consistent and equitable application of HR policies and practices.

·         Partner with Legal and other stakeholders on sensitive and high-risk employee matters.

·         Coach leaders on effective performance management, difficult conversations, and employee development.

·         Partner with the Employee Relations leader to advise leaders on employee relations trends and recurring issues, identifying opportunities for prevention, manager education, or policy and practice improvements.

Change & Culture

·         Lead HR partnership for significant organizational transformations, mergers, restructurings, and other major change initiatives.

·         Help leaders build and sustain a high-performance, inclusive, and accountable culture.

·         Partner with leadership and HR teams to strengthen employee engagement and organizational health.

·         Support enterprise-wide culture and change initiatives and ensure effective adoption within the business.

·         Partner with clinical and safety leaders to support a respectful, speak-up culture; fair review of workforce concerns; and appropriate response to conduct that may affect staff or patient safety.

 

HR Partnership & Integration

·         Collaborate with HR Centers of Excellence to translate enterprise programs into effective business solutions.

·         Provide business feedback to COEs to continuously improve HR programs, policies, and services.

·         Ensure consistent execution of talent, compensation, performance, learning, and engagement programs.

·         Identify opportunities to simplify HR processes and improve the overall employee and leader experience.

·         Partner with HR colleagues to communicate program changes and gather feedback on implementation, usability, and business impact.

Data, Analytics & Continuous Improvement

·         Leverage people analytics and workforce data to identify trends, diagnose organizational challenges, and inform decisions.

·         Establish and monitor key metrics for HRBP effectiveness and business impact.

·         Use data-driven insights to identify opportunities related to retention, engagement, talent, diversity, workforce planning, and organizational performance.

·         Continuously evaluate and improve the HRBP operating model and service delivery.

·         Develop regular reporting and review routines that help leaders connect people measures to business outcomes and track actions through completion.

Qualifications

Required

·         Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.

·         10+ years of progressive HR experience, including significant HR Business Partner leadership experience.

·         Demonstrated experience leading and developing HRBP teams supporting complex organizations.

·         Significant experience partnering with senior executives and business leaders.

·         Strong expertise in organizational effectiveness, talent management, employee relations, workforce planning, and change management.

·         Demonstrated ability to translate business strategy into integrated people strategies.

·         Strong business acumen and understanding of financial and operational drivers.

·         Exceptional executive presence, communication, influencing, and relationship-building skills.

·         Proven ability to operate effectively in complex, matrixed, and rapidly changing environments.

Preferred

·         Master’s degree in Human Resources, Organizational Development, Business Administration, or a related discipline.

·         SHRM-SCP, SPHR, or comparable professional certification.

·         Experience leading HR transformation or large-scale organizational change.

·         Experience working across multiple business units, geographies, or international markets.

·         Experience using workforce analytics and HR technology to inform business decisions.

·         Experience with HR technology implementation, process redesign, or responsible adoption of emerging HR tools.

 

 

 

Non-Discrimination Policy
Hospital for Special Surgery is committed to providing high quality care and skilled, compassionate, reliable service to our community in a safe and healing environment. Consistent with this commitment, Hospital for Special Surgery provides care, admits, and treats patients and provides all services without regard to age, race, color, creed, ethnicity, religion, national origin, culture, language, physical or mental disability, socioeconomic status, veteran or military status, marital status, sex, sexual orientation, gender identity or expression, or any other basis prohibited by federal, state, or local law or by accreditation standards.