HR Business Partner

The New York Times is looking for a Human Resources (HR) Business Partner based in Seoul to support and partner with employees and leaders across International newsroom hubs and bureaus in the Asia Pacific region. You will provide guidance and solutions to client groups in the Asia Pacific region on people related matters. You will support the daily needs of employees in the Seoul office and across the region, but will also be part of a team that supports the larger International newsroom group.

You will help drive a regional people strategy aligned with our goals, mission and values. You will provide day-to-day HR support for leaders, managers and employees, including coaching, management of the performance enablement cycle, and oversight of process and HR administration. Working with the wider team, Centers of Excellence (COE)/Subject Matter Experts (SME), and client group leadership, you will help to develop and execute key people initiatives, ensuring everyone has the same definition of success. Acting as a trusted advisor to leadership, you will proactively identify issues and opportunities impacting the business, and offer practical solutions. In this role, you will use every interaction to role model the Company's values and behaviors, and take advantage of every type of activity, even those that are administrative, to drive change and ensure an equitable and inclusive culture.

This is a hybrid role based in Seoul, where you will be expected to work from our office at least three days per week, and might include some international travel. You will report to the Director, HR Business Partner, International, based in New York. 

Responsibilities:

• Be a discrete and trusted advisor to department leaders, managers, individual contributors, and colleagues across your region.
• Provide daily support to your client group, including coaching, management of employee lifecycles, performance management, and oversight of process/HR administration.
• Collaborate across different timezones with department leaders, Global Mobility, Talent Acquisition, Legal, and Compensation & Benefits to ensure all expatriate and relocation processes are handled proactively, with a focus on a seamless employee experience.
• Support efforts in organizational design, employee engagement, compensation, performance, and talent development to help shape central HR programs.
• Partner with Employee Relations, Legal (including outside counsel), HR Policy and Labor to help ensure regulatory and policy compliance, and to resolve complex employee relations issues.
• Partner with COEs to design and deliver impactful people initiatives to client groups, providing clear, actionable feedback to refine and enhance programs over time.
• Work with client group leadership to monitor how business plans and competitive trends affect talent needs, HR priorities, and overall operations.
• Partner with Director of TA international, in supporting TA efforts in partnership with hiring managers, compensation, finance and department operations leaders, where applicable
• Ensure continuous feedback between the Talent Management COE and client group about potential refinements to current talent programs, client group needs for future programs, and the knowledge and skills the group will need to develop over time.
• With a mindset of a peer and thought partner, regardless of level, challenge existing points of view and offer practical ideas on how to address challenges and opportunities.
• Provide effective planning, communication support, and implementation of company and department-level people initiatives.
• Use relevant HRIS metrics to identify trends and insights that can inform HR strategies, shifting talent requirements, and the impact of policies and programs.
• In collaboration with the US Newsroom, guide annual compensation and promotion processes within your client group, using guidelines, templates and action plans from COEs.
• Demonstrate support and understanding of our value of journalistic independence and a strong commitment to our mission to seek the truth and help people understand the world.

Basic Qualifications:

• 5+ years of experience in an HR Business Partner, HR Generalist or similar HR role working with senior leaders covering South Korea and other countries in the region
• Detailed knowledge of Korean Human Resources and labor practices, and an understanding of employment law in countries in the Asia Pacific region
• 3+ years of experience in organizational behavior, change management, talent management, policy implementation, employee relations and communications
• Experience working with an HRIS, e.g. Workday, SuccessFactors
• Fluency in English and Korean, written and spoken

Preferred Qualifications:

• Bachelor's degree or equivalent in HR, business, psychology or relevant field preferred - SPHR, CIPD or equivalent professional accreditation an additional plus
• Experience managing visa applications and international relocations
• Experience of working in a newsroom or similar media environment
• Experience effectively working in a matrix of functional and geographic business units, ideally in public companies that are global and include aspects of employee relations
• Experience providing research/data backed ideas to create an excellent employee experience that is rooted in an equitable and inclusive culture
• Is solution orientated, demonstrating high attention to detail and executional excellence, and able to operate successfully in an ambiguous environment
• A business orientation with experience offering insights into how talent issues can impact company and HR strategies and plans

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The New York Times Company is committed to being the world’s best source of independent, reliable and quality journalism. To do so, we embrace a diverse workforce that has a broad range of backgrounds and experiences across our ranks, at all levels of the organization. We encourage people from all  backgrounds to apply.

We are  an Equal Opportunity Employer and do not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics.  The U.S. Equal Employment Opportunity Commission (EEOC)’s Know Your Rights Poster is available here. 

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