Top 2 Training/organizational development manager Jobs in New York, Ny

Human Resources Business Partner
Verition Group LLC —New York, NY
- $150,000 - $200,000 a year
- Office
- Mentoring
- Senior level
Quick Apply
6d
Manager, Energy and Utilities
West Monroe —New York, NY
- $162,000 - $208,700 a year
- Email
- Writing skills
- Engineering
- 3 years
- Paid parental leave
- Paid holidays

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Human Resources Business Partner

Verition Group LLC -
New York, NY

Quick Apply

Job Details

$150,000 - $200,000 a year
6 days ago

Benefits

Internal mobility program

Qualifications

Managing human resources teams
Team leadership
Regulatory compliance
HR legal compliance
HR compliance
Mentoring
Relationship management
Employment law in talent management
International corporation experience

Full Job Description

Job Title: Human Resources Business Partner

Area of Support: US Non-Investment Staff

Location: NYC

Reports to: Global Head of Human Resources

Company Overview:

Verition Fund Management LLC ("Verition") is a multi-strategy, multi-manager hedge fund founded in 2008. Verition focuses on global investment strategies including Credit, Fixed Income & Macro, Convertible & Volatility Arbitrage, Event-Driven, Equity Long/Short & Capital Markets, and Quantitative Strategies

Job Summary:

The Verition Human Resources team is seeking a Human Resources Business Partner (HRBP) who will act as a trusted advisor and partner to senior business leaders, ensuring that human resources strategies align with the overall goals of the organization. This is a high-impact role suited to an experienced Human Resources professional who is a strategic thinking, has strong interpersonal skills, and a deep understanding of Human Resources practices to effectively support the business and its employees. The HRBP will manage the entire employee lifecycle, including onboarding, performance management, employee relations, and exit management.

Key Responsibilities:

Strategic Partnership & Organizational Effectiveness: Collaborate and regularly meet with senior business leaders to develop and implement Human Resources strategies that support the business goals and enhance organizational performance. Create strategic ways to improve the relationship between the company's leadership and its employees.
Employee Relations: Handle confidential Human Resources-related matters, addressing employee concerns, coach managers, mediate disputes, and ensuring fair application of policies. Conduct investigations, disciplinary meetings and conduct involuntary terminations. Consult with internal and outside counsel to mitigate risk.
Talent Management: Partner with the Business Development team on headcount planning, and onboarding, to ensure alignment with business needs. Participate in the job interviewing processes to ensure new hires align with business goals.

Performance Management: Partner with the Learning and Development Manager on administering the bi-annual performance review processes, 360 reviews, and promotion processes. Support learning and development initiatives and drive adoption of firmwide talent programs. Participate in design of leadership and manager trainings.

Organizational Development: Implement programs that enhance employee engagement and retention. Partner with managers/departments heads on talent strategy, succession planning, headcount forecasting, and organizational design. Lead regional workforce planning and proactively identify opportunities for scale, efficiency, or process improvement. Ensure that the succession planning, mentor programs and internships are aligned with business goals.

Employee Lifecycle Management: Conduct new hire check in's, stay interviews, and exit discussions. Identify trends and recommend changes to the business based on feedback. Oversee the internal mobility process, transfers, and relocations.
Employee Engagement: Engage employees through regular touch points, team building activities, and networking sessions. Track engagement trends and translate findings into meaningful actions that improve retention and culture.

Required Experience/Skills:

15+ years of Human Resources experience, with previous financial services experience preferred.
University degree in Human Resources or another related field.
Deep competence in core Human Resources areas, including regional employment laws and Human Resources related regulatory and compliance procedures.
Deep desire to connect with employees and build relationships, trusted advocate.
Ability to work independently and in collaboration with a team in fast-paced environment.
Comfortable operating with autonomy in a small Human Resources team – able to set priorities, manage ambiguity and deliver results whilst building out process infrastructure.
Strong attention to detail and a high level of accuracy.
Growth oriented individual looking to join a global team and expanding firm.
Experience working with a global company required.
Must have experience managing and mentoring a team or direct report(s).

Quick Apply

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training/organizational development manager jobs in new york, ny

Human Resources Business Partner

Manager, Energy and Utilities

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