HR Manager & Business Partner (HRBP)
Status: Full-Time
Location: New York City — 4 days in-office (120 Broadway), 1 day work from home
Travel: Minimal/local only
Salary Range: $90,000–$100,000, depending on experience
Reports To: Chief Executive Officer
Department: Human Resources
About Solstice
Solstice Residential Group is a growing NYC-based third-party property management firm specializing in the management of luxury condominiums and cooperatives throughout New York City. With a portfolio of more than 140 buildings and approximately 70 employees, Solstice is entering an exciting phase of operational growth and organizational evolution.
As the company continues to invest in its people practices, technology, and ways of working, we are building a more structured, scalable, and employee-focused HR function. This role offers a unique opportunity to work closely with executive leadership while helping strengthen the processes, programs, organizational capabilities, and employee experience that support our continued growth.
Position Overview
The HR Manager & Business Partner will serve as a key partner to employees, managers, and leadership across a broad range of human resources and organizational priorities. Reporting directly to the CEO and partnering closely with the Executive Team, this individual will lead and support recruiting, employee relations, performance management, onboarding, compliance, benefits administration, and day-to-day HR operations.
Beyond core HR responsibilities, this role will help shape the continued development of Solstice's people function and support the organization through a period of meaningful operational and technological change. This includes identifying opportunities to improve processes, strengthening manager effectiveness, supporting organizational change, and helping employees and leaders successfully adopt new tools, systems, and ways of working—including emerging AI-enabled technologies.
The ideal candidate brings strong HR fundamentals, excellent judgment, a hands-on approach, and the ability to balance operational execution with business partnership, change management, and continuous improvement. This person does not need to be an AI or technology expert, but should be curious, adaptable, and comfortable helping people navigate change.
Key Responsibilities
Talent Acquisition & Onboarding
- Lead recruiting efforts across corporate and operational roles
- Partner with hiring managers to develop job descriptions, hiring strategies, and effective interview processes
- Coordinate candidate sourcing, interview scheduling, offer letters, background checks, and pre-employment activities
- Manage onboarding activities and ensure a positive, structured new hire experience
- Coordinate employee departures, offboarding activities, and exit interviews
- Identify trends and opportunities to continuously improve recruiting and onboarding practices
Employee Relations & Manager Support
- Serve as a primary point of contact for employee questions, concerns, and HR support
- Support employee relations matters with professionalism, sound judgment, confidentiality, and discretion
- Partner with managers on performance conversations, coaching, documentation, policy interpretation, and employee development
- Conduct or support workplace investigations and escalate matters as appropriate
- Reinforce consistent people practices and manager accountability across the organization
- Build trusted relationships with managers and leaders and provide practical, business-minded HR guidance
HR Operations, Benefits & Cross-Functional Partnership
- Partner closely with Finance and payroll teams to support payroll accuracy, compensation changes, workforce planning, and employee record maintenance
- Assist with benefits administration, enrollments, employee questions, and broker coordination
- Maintain employee records, organizational charts, reporting structures, compensation changes, PTO tracking, and related documentation
- Support HR reporting, audits, workforce data, and operational processes
- Identify opportunities to simplify workflows, strengthen documentation, and improve administrative efficiency
- Partner cross-functionally with leaders across the organization on people, process, and operational priorities
Compliance, Policies & Documentation
- Help ensure compliance with applicable federal, state, and local employment laws
- Maintain employee files, records, and required HR documentation
- Assist with updating policies, procedures, employee communications, and handbook content
- Coordinate required trainings and compliance tracking
- Partner with employment counsel and external advisors as needed
Performance Management, Training & Employee Development
- Support performance review processes, goal setting, and employee feedback initiatives
- Partner with managers on performance documentation, coaching, and employee development planning
- Coordinate performance improvement plans and related documentation
- Develop and organize employee and manager training initiatives
- Support employee engagement, recognition, retention, and development efforts
- Help strengthen manager capability and consistency across the organization
Change Management & Organizational Effectiveness
- Partner with leadership on organizational changes, process improvements, and evolving ways of working
- Help translate business and operational changes into clear, practical communications for employees and managers
- Support adoption of new systems, technology, automation, and AI-enabled tools by helping employees understand what is changing, why it matters, and how new ways of working will affect their roles
- Identify potential employee concerns, adoption barriers, and organizational friction during periods of change and help leadership address them proactively
- Support training, communications, feedback loops, and other change-management activities that help new processes and tools become successfully embedded
- Partner cross-functionally to identify opportunities to simplify, standardize, or redesign work before introducing new technology or automation
- Help foster a culture of continuous improvement, adaptability, accountability, and thoughtful innovation
Required Qualifications
- Bachelor's degree preferred, ideally in Human Resources, Business, or a related field
- Approximately 4–7 years of progressive HR Generalist, HR Operations, or HR Business Partner experience
- Strong foundational knowledge of employment laws, HR practices, and employee lifecycle processes
- Experience supporting multiple HR disciplines including recruiting, employee relations, onboarding, compliance, performance management, and benefits administration
- Demonstrated ability to partner effectively with managers and business leaders
- Experience supporting organizational change, process improvement, or implementation of new programs, systems, or ways of working
- Strong organizational skills with exceptional attention to detail and follow-through
- Excellent written and verbal communication skills, including the ability to translate complex or evolving information into clear employee and manager communications
- Ability to manage multiple priorities in a fast-paced environment with a high degree of ownership and accountability
- Ability to handle sensitive information with professionalism, discretion, and confidentiality
Preferred Qualifications
- Experience operating as an HR department of one or in a highly autonomous HR role
- Experience in property management, real estate, hospitality, construction, or other operationally intensive industries
- Experience supporting hourly and/or unionized employee populations
- Experience helping build, improve, or scale HR processes within a growing organization
- Experience supporting change management, technology adoption, business transformation, or organizational effectiveness initiatives
- Familiarity with HRIS, payroll, applicant tracking, and performance management systems
- Interest in emerging workplace technology, automation, and AI and their impact on employees and organizations
What We're Looking For
We're looking for someone who:
- Enjoys balancing strategic thinking with hands-on execution
- Thinks beyond traditional HR and is curious about how people, processes, and technology work together
- Is proactive, resourceful, and highly organized
- Thrives in environments where structure is still being built
- Builds trust and credibility with employees, managers, and senior leaders
- Demonstrates sound judgment, professionalism, and discretion
- Is comfortable navigating ambiguity and helping others navigate change
- Can translate business needs into practical people solutions
- Takes ownership, follows through, and enjoys solving problems
- Is curious about new technology and comfortable learning alongside the organization
- Brings a collaborative, positive, team-oriented approach
Why This Role?
This is an opportunity to join a growing organization at an important stage of its evolution and play a meaningful role in shaping not only the employee experience, but how the organization works.
The successful candidate will have broad exposure across nearly every area of HR while working closely with executive leadership on people, organizational, and operational priorities. As Solstice continues to evolve its processes, systems, and use of technology, this role will also have the opportunity to help ensure that organizational change translates into successful adoption by employees and managers.
For someone who enjoys variety, ownership, problem-solving, and the opportunity to make a visible impact, this role offers a unique chance to help build the next chapter of HR at Solstice.
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Updated 9/3/26 by AS
Pay: $90,000.00 - $100,000.00 per year
Benefits:
- 401(k)
- Dental insurance
- Flexible schedule
- Health insurance
- Life insurance
- Paid time off
- Parental leave
Application Question(s):
- Do you have experience independently managing core HR functions including employee relations, onboarding, performance management, and employee support?
- Are you comfortable supporting a fast-paced, operationally hands-on environment where priorities may shift quickly?
- Are you comfortable serving as the sole HR resource for the organization for the next 2–3+ years?
- Are you comfortable with a max annual salary of $100,000.00 (depending on experience)?
- Are you able to work from our 120 Broadway office four days per week, with one work-from-home day?
- Do you have experience as an HRBP, partnering closely with senior leadership on talent stategy initaitves?
- Do you have experience with full-cycle recruitment?
Experience:
- Human resources: 4 years (Required)
Work Location: In person
