Human Resources Business Partner at BROOKLYN NAVY YARD DEVELOPMENT CORP

Description

Job Title:                                 Human Resources Business Partner

Employment Status:             Exempt

Department:                          Human Resources

Reports To:                             Senior Vice President, Human Resources

This is a hybrid position based in Brooklyn, NY requiring 3 days/week in office

Summary

The Brooklyn Navy Yard Development Corporation (BNYDC) is a not-for-profit corporation that serves as the real estate developer and property manager of the Yard on behalf of its owner, the City of New York. BNYDC strives to provide an environment in which innovative companies can take root and grow.

The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to department leaders, aligning people strategies with organizational goals. This manager-level role provides both strategic and hands-on HR support in the areas of performance management, employee and labor relations, workforce planning, and organizational effectiveness. They play a key role in fostering a positive, equitable, and high-performance culture at BNYDC.

This role serves as the primary liaison between the organization and its union partners, and supervises one direct report; Senior Coordinator, Employee Engagement. The HRBP will partner closely with the SVP of Human Resources & Director of Talent & Organizational Development to align initiatives that strengthen leadership capacity, employee engagement, and retention.

Areas of Responsibility

• Partner with department heads to understand business objectives and design people strategies that align with organizational goals
• Act as the primary point of contact for employees seeking assistance on workplace issues, concerns, and conflicts
• Coach managers on all aspects of performance management including:
  • Drafting and refining performance reviews, counseling documents, and written corrective actions
  • Designing and monitoring Performance Improvement Plans (PIPs) and guiding managers through performance conversations

• Lead employee investigations, ensuring objective, thorough, and compliant handling of complaints and workplace concerns
• Provide expert guidance on disciplinary actions, ensuring consistency, fairness, and adherence to employment law, company policy, and/or labor agreements
• Build manager capability by training supervisors on feedback delivery, documentation, and performance conversations
• Serve as the primary liaison between the organization and its union partners
• Manage grievance process, facilitate labor-management discussions, and support contract interpretation
• Lead the Engagement Committee, facilitating discussions that identify challenges and opportunities related to morale and organizational effectiveness; translate committee feedback into actionable recommendations to drive improvements
• Lead organization-wide engagement initiatives, including surveys, feedback mechanisms, and action planning
• Champion initiatives that enhance inclusion, belonging, and employee voice s
• Supervisor the Sr. Coordinator, Employee Engagement, providing ongoing mentorship and professional development
• Partner with the SVP and Director, Talent & Organizational Development, to identify and address leadership development needs; support learning, training, and talent initiatives and provide insights from to inform development and succession planning strategies
• Leverage HR data and analytics to identify workforce trends and inform decision-making
• Interpret and apply employment laws, collective bargaining agreements, and internal policies to ensure compliance and mitigate risk; contribute to ongoing review and improvement of HR policies, processes, and documentation standards

The above duties and responsibilities are not intended to limit specific duties and responsibilities of this position.  It is not intended to limit in any way the authority of supervisors to assign, direct and control the work of employees under their supervision.

Required Skills and Abilities

• Strong interpersonal and relationship-building skills with the ability to influence outcomes, and partner effectively across all organizational levels
• Deep expertise in employee relations issues with sound judgment and professionalism
• Demonstrated commitment to equity, inclusion, and organizational culture
• In-depth knowledge of employment laws, regulations, and HR industry best practices
• Exceptional written, verbal, and presentation skills
• Strong quantitative and analytical skills with the ability to collect and analyze critical HR data, build reports, and use insights to inform strategy
• Proactive, solutions-oriented mindset. Able to balance strategic vision with operational execution
• Comfort navigating ambiguity in a dynamic organizational environment
• Strong organization and project management skills
• Ability to maintain strict confidentiality and exercise sound judgement
• Proficiency in Microsoft Office (Word, Excel, Outlook, PowerPoint)

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field
• 5+ years of progressive HR experience, with 3+ years in an HRBP or HR management capacity supporting organizational leadership
• Demonstrated experience managing performance management processes, including coaching leaders, drafting corrective actions and PIPs, and conducting investigations
• Prior experience as a people manager / team leader strongly preferred
• Experience working in a unionized environment, non-profit sector, and/or for mission-driven organizations preferred
• Experience supporting organizational change, restructuring, or culture initiatives preferred