We are looking for a strategic, thoughtful, and motivated Human Resources Business Partner (HRBP) with a bias for action to join our team. This person will be a key partner to business leads in the New York City office. At IMC, the role of HRBP is one of a trusted and strategic people advisor and coach. This role is responsible for connecting the needs of the business to people strategies and initiatives.

As an HRBP, you will work closely with the leads you support to provide guidance and counsel on all people matters. This role will influence employee experience by architecting and executing people processes and partnerships that stimulate our employees' engagement, retention, development, and performance.

Role:

• Work with business leaders to deliver effective talent strategy, structure, and development initiatives
• Enable individual and team performance by assessing talent, providing performance coaching, and supporting teams
• Develop effective engagement action plans to suit the unique needs of specific teams/employees
• Develop communications to equip leaders with the language to drive their message
• Analyze people data, trends, and interactions to address challenges proactively
• Operate as a change agent and employee advocate
• Address employee relations matters thoroughly and thoughtfully
• Collaborate across the HR department to build and deliver a connected employee experience
• Work with personal responsibility for delivering quality work
• Willing to iterate on past work to improve and maintain relevance in a changing marketplace
• Use a high level of judgment to make decisions and handle complex tasks or problems
• Solve problems and get to the root cause of complex talent issues; develop and implement solutions

 Requirements:

• A Bachelor's degree or higher level of education in Human Resources, Business, or a related field; or equivalent experience
• 5+ years of experience as an HR Business Partner in a progressive, fast-paced environment with a minimum of 2 years within this industry
• Proven experience in proactively coaching leaders and providing strategic guidance on complex people management issues and strategies (including team restructures, talent mobility, change, and widespread capability building)
• Superior communication skills – convey confidence, empathy, and trust via candor and diplomacy to build effective relationships; able to engage with front-line employees as well as senior leaders on a strategic and operational level
• Formal training and accreditation are preferred in coaching, adult learning principles, and psychometric assessments, including MBTI, Hogan Assessments, etc.
• Strong analytical skills and ability to identify and present data-driven insights and trends
• Strong critical thinking skills to identify interdependencies between complex issues, data, and outcomes
• Ability to build credibility and trust with senior leaders as an advisor who effectively gives advice and follows through on commitments
• ​Ability to drive change in key people activities and organization shifts
• Ability to produce quality deliverables
• Ability to aggregate data, complete analysis, and display results visually
• Possess confidence in the handling of ambiguity and fluid situations
• Possess an abundance of common sense and pragmatism
• HR systems experience