Human Resources Business Partner

Job details

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 pursueour missionat 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. 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 depends on people work getting done well, every day: hiring, onboarding, supporting managers, and keeping teams running smoothly. Our HR Business Partners make that happen, and this is a great opportunity to build your career doing hands-on work that matters.

We are seeking an HR Business Partner to be the day-to-day HR resource for assigned client groups across MSK. Our HRBPs support clinical, research, corporate, and shared services teams, and a strong HRBP rolls up their sleeves and adapts as needs change. This is a role with real ownership, plenty of variety, and a clear runway to grow.

Role Overview

• Serve as the go-to HR contact for your client groups: answering questions, supporting managers through team and performance issues, and making sure people matters are handled promptly and consistently.
• Coordinate with Employee Relations on cases, Talent Acquisition on open roles, and Compensation on leveling and offers, keeping work moving across the HR team.
• Help carry out talent reviews, succession planning activities, and the annual compensation cycle for your client groups, and support leaders in following through on engagement survey action plans.
• Pull and share workforce data, including turnover, vacancy, and staffing trends, so leaders have the information they need and issues get flagged early.
• Support Senior HR Business Partners in rolling out organizational changes, workforce plans, and HR initiatives, taking on more responsibility as you grow.
• 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 turn feedback into concrete development plans.
• Draft and update job descriptions and org charts as client groups evolve.
• Track and follow up on action items from employee relations cases, talent reviews, and engagement surveys so nothing falls through the cracks.
• Pitch in on broader HR projects and process improvements, sharing what you see on the ground to help programs work well in practice.
• Stay current on HR policies and practices, and help managers apply them consistently and fairly across your client groups.

Key Qualifications

• 4+ years of experience supporting managers and employees on people issues. That can be in HR, or in an adjacent path such as operations, business administration, chief of staff, or program coordination; HR generalist or HRBP experience is a plus.
• Working knowledge of core people practices: performance management, onboarding, and exposure to employee relations and compensation, or the drive to learn quickly with support from our specialist teams.
• Experience in a large or complex organization; healthcare or academic medical center experience is a plus, not a requirement.
• Proven track record of getting things done, following through on commitments, and building trust with managers.
• Comfort working independently while knowing when to loop in specialist teams or more senior HR partners.
• HR certification (SHRM-CP, PHR) a plus but not required.
• A can-do attitude and genuine interest in growing into a Senior HRBP role, with a track record of taking on new challenges and seeking feedback.

Core Skills

• Schedule: 9:00 AM - 5:00 PM Monday - Friday
• Responsive, approachable, and credible with managers; clear, direct communicator.
• Sound judgment and discretion on sensitive employee matters.
• Comfortable working with workforce data and presenting it clearly to leaders.
• Positive, adaptable, and eager to jump in, including comfort adopting new tools and AI-enabled HR technology as the function evolves.
• Highly organized, detail-oriented, and able to juggle 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:

Pay Range: $102,800.00 - $164,500.00

FSLA Status: Exempt

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.