Human Resources Business Partner
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Overview
Job Description
About Us:
The people of Memorial Sloan Kettering Cancer Center (MSK) are united by a singular mission: ending cancer for life. Our specialized care teams provide personalized, compassionate, expert care to patients of all ages. Informed by basic research done at our Sloan Kettering Institute, scientists across MSK collaborate to conduct innovative translational and clinical research that is driving a revolution in our understanding of cancer as a disease and improving the ability to prevent, diagnose, and treat it. MSK is dedicated to training the next generation of scientists and clinicians, who go on to pursue our mission at MSK and around the globe.
Exciting Opportunity at MSK:Human Resources Business Partner
At Memorial Sloan Kettering, everything we do is in service of one mission: ending cancer for life. That mission is carried forward by the clinicians caring for patients, the scientists at the Sloan Kettering Institute advancing discovery, and the corporate and shared services teams that make both possible — and right now, MSK is entering one of the most ambitious growth chapters in its history.
The Kenneth C. Griffin Pavilion opens in 2030, and our Regional Care Network is expanding across New York, New Jersey, and Connecticut, bringing world-class cancer care closer to more patients than ever before. Growth at this scale runs onpeopledecisions: how we structure teams, develop leaders, and plan our workforce forwhat'snext. Our HR Business Partners are at the center of those decisions every day, and this isa great opportunityto build your career at the heart of that work.
We are seeking anHR Business Partnerto be the day-to-day HR consultant for assigned client groups across MSK. Our HRBPs support clinical, research, corporate, and shared services teams, and a strong HRBP can flex across all of them as needsevolve. This is a role with real ownership and a clear runway to grow.
Role Overview
Own day-to-day HR consultation for your client groups: coaching managers through team and performance challenges, advising onpeopledecisions, and being the first call when leaders need guidance.
Partner with Employee Relations on cases, Talent Acquisition on searches and workforce needs, and Compensation on leveling and offers, connecting your clients to the full HR ecosystem.
Support talent reviews, succession planning, and the annual compensation cycle for your client groups, and help leaders turn engagement results into action.
Use workforce data, turnover, vacancy, and staffing trends, to bring leaders insight and spot issues before they grow.
Partner with Senior HR Business Partners on organizational design, workforce planning, and change initiatives, building toward leading them yourself.
Build relationships and a working knowledge of your client groups' structure, roles, goals, and challenges.
Help managers navigate onboarding, transfers, and offboarding for their teams, ensuring a smooth experience at every transition point.
Support leaders in preparing for and following up on performance review cycles, helping translate feedback into concrete development plans.
Assistin drafting and refining job descriptions and org charts as client groups evolve, keeping structure aligned withreal businessneeds.
Help track and follow up on action items from employee relations cases, talent reviews, and engagement surveys so momentumdoesn'tstall.
Bring a client-group perspective to broader HR projects and process improvements, helping shape programs thatactually workon the ground.
Stay current on HR policies andpractices, andhelp managers apply them consistently and fairly across your client groups.
Key Qualifications
4+ years of experience advising leaders on people and organizational issues. That can be in HR, or in an adjacent path such as management consulting, organizational development, chief of staff, or business operations; HR generalist or HRBP experience is a plus.
Working knowledge of core people practices: talent management, performance, and exposure to employee relations, compensation, and organizational design, or the aptitude and drive to build it quickly with our specialist teams.
Experience in a large or complex organization; healthcare or academic medical center experience is a plus, not a requirement.
Demonstrated success building trust and credibility with managers, even in ambiguous or fast-moving situations.
Comfortoperatingwith some independence while knowing when to loop in specialist teams or more senior HR partners.
HR certification (SHRM-CP, PHR)a plusbut not.
Genuine interest in growing into a Senior HRBP role, witha track recordof taking on stretch assignments and seeking feedback.
Core Skills
Consultative and credible with managers and leaders; clear, direct communicator.
Sound judgment and discretion on sensitive employee matters.
Comfortable working with workforce data and turning it into insight for leaders.
Adaptable and curious, including comfort adopting new tools and AI-enabled HR technology as the function evolves.
Organized and able to prioritize across multiple client groups with competing demands.
Additional Information:
Schedule: 9:00 AM – 5:00 PM Monday – Friday
Location: Hybrid 2-3 x a week on site; 633 Third Avenue, New York, NY
Reporting To:Director, HR Business Partners
Helpful Links:
Compensation Philosophy
Benefits
Closing:
At MSK, we believe in fair, competitive pay that reflects your job, experience, and skills.
MSK is an equal opportunity and affirmative action employer committed to diversity and inclusion in all aspects of recruiting and employment. All qualified individuals are encouraged to apply and will receive consideration without regard to race, color, gender, gender identity or expression, sexual orientation, national origin, age, religion, creed, disability, veteran status or any other factor which cannot lawfully be used as a basis for an employment decision.
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.
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