Be part of a dynamic team shaping the future of talent at New York Life. As part of Human Resources, youll contribute to a comprehensive strategy that attracts, develops and retains top talent. Whether its identifying future leaders, crafting engaging learning experiences, enhancing offerings that support our people or fostering a workplace culture where everyone feels they belong, your work directly empowers individuals and fuels the companys growth. Join us and play a vital role in making New York Life an employer of choice for generations to come.
Role Summary
The Senior Human Resources Business Partner (HRBP) serves as a strategic advisor and enterprise thought partner to senior leaders across Corporate Functions, shaping and driving people strategies that directly enable business performance, organizational effectiveness, and long-term growth. This role leads a team of HR Business Partners and is accountable for translating business strategy into integrated workforce strategies, influencing organizational direction, and driving enterprise talent and transformation initiatives.
With a forward-looking perspective, the Senior HRBP anticipates business and workforce challenges, leveraging data, insights, and deep HR expertise to develop scalable solutions that strengthen organizational capability and leadership effectiveness. This role operates as both a strategic leader and hands-on executor, balancing enterprise-level thinking with practical implementation to evolve the organization and position it for future success.
The Senior HRBP partners closely with executives in Corporate Functions, including Finance, Legal, Communications, and the Office of the Corporate Secretary, while collaborating across HR Centers of Excellence to deliver integrated talent solutions aligned to enterprise priorities.
What You’ll Do
Strategic Leadership & Business Impact
• Lead the development and execution of integrated people strategies across Corporate Functions, aligning workforce priorities with business and enterprise objectives.
• Partner with senior executives to shape business strategy and organizational direction through a talent, workforce, and culture lens.
• Anticipate and diagnose organizational challenges, driving proactive solutions that strengthen business performance and organizational effectiveness.
• Influence enterprise workforce and talent strategies while contributing to broader HR transformation initiatives and organizational priorities.
• Lead organizational design, workforce planning, and operating model initiatives that optimize structures, capabilities, and leadership effectiveness for future growth.
• Provide strategic direction and leadership to a team of HR Business Partners, ensuring consistent execution, collaboration, and high-impact partnership across supported functions.
Talent Strategy & Organizational Effectiveness
• Lead enterprise talent strategies, including succession planning, leadership development, and building sustainable pipelines of future-ready talent.
• Drive talent and organizational planning processes, including talent reviews, leadership assessments, and development planning initiatives.
• Coach and advise senior leaders on leadership effectiveness, team performance, organizational health, and change leadership.
• Lead initiatives that strengthen leadership capability, accountability, engagement, and organizational performance across Corporate Functions.
• Partner with leaders to develop and execute strategies related to talent acquisition, retention, employee experience, and workforce capability.
Transformation, Culture & Change Leadership
• Lead organizational transformation initiatives, including behavioral and cultural shifts, organizational redesign, and new ways of working.
• Foster a high-performing and inclusive culture aligned with enterprise values and business strategy.
• Drive adoption of change through innovative, people-centered strategies that enable resilience, engagement, and sustained organizational impact.
• Navigate complex organizational and employee matters with sound judgment, balancing business priorities, risk management, and long-term outcomes.
• Partner closely with Employee Relations and Legal teams to address sensitive employee matters, ensuring compliance with company policies and regulatory requirements.
Enterprise Collaboration & Operational Excellence
• Partner across HR Centers of Excellence and business leadership teams to deliver integrated, scalable HR solutions and enterprise initiatives.
• Leverage workforce analytics, market insights, and organizational data to inform strategy, assess talent risks, and improve business outcomes.
• Drive operational excellence by identifying opportunities to streamline processes, enhance organizational effectiveness, and improve the employee experience.
• Ensure alignment with evolving employment practices, regulatory considerations, and enterprise standards.
• Lead, mentor, and develop a team of HR Business Partners, fostering a culture of collaboration, accountability, and continuous improvement.
What You’ll Bring
• Bachelor’s degree required; advanced degree or HR certification preferred.
• 10+ years of progressive HR experience, including strategic partnership with senior executives in complex, matrixed organizations.
• Demonstrated success leading and developing HR teams and driving enterprise-wide talent and organizational initiatives.
• Proven ability to shape and influence business and workforce strategy with measurable organizational impact.
• Deep expertise across HR disciplines, including organizational design, workforce planning, talent management, employee relations, and change leadership.
• Ability to influence and guide senior stakeholders and leadership teams.
• Exceptional judgment, analytical capability, and ability to operate effectively in ambiguous, high-stakes environments.
• Strong collaboration, communication, and relationship management skills with the ability to drive alignment across multiple stakeholders and functions.
Pay Transparency
Salary Range: $160,000-$205,000
Overtime eligible: Exempt
Discretionary bonus eligible: Yes
Sales bonus eligible: No
Actual base salary will be determined based on several factors but not limited to individual’s experience, skills, qualifications, and job location. Additionally, employees are eligible for an annual discretionary bonus. In addition to base salary, employees may also be eligible to participate in an incentive program.
Company Overview
At New York Life, our 180-year legacy of purpose and integrity fuels our future. As we evolve into a more technology-, data-, and AI-enabled organization, we remain grounded in the values that drive lasting impact.
Our diverse business portfolio creates opportunities to make a difference across industries and communities—inviting bold thinking, collaborative problem-solving, and purpose-driven innovation. Here, you’ll find the rare balance of long-standing stability and forward momentum, supported by an inclusive team that honors tradition while embracing progress.
As a Fortune 100 mutual company, we offer a place to grow your skills, contribute to meaningful work, and deliver solutions that matter. Your ideas drive what’s next, and your growth powers it.
Our Benefits
We provide a full package of benefits for employees – and have unique offerings for a modern workforce, including leave programs, adoption assistance, and student loan repayment programs. Based on feedback from our employees, we continue to refine and add benefits to our offering, so that you can flourish both inside and outside of work. Click here to discover more about our comprehensive benefit options or visit our NYL Benefits Site.