Senior Manager, HR Business Partner

Overview

When you join Hines, you will embark on a career journey fueled by vision and guided by leaders who set the standards of our industry. Our legacy is rooted in innovation and excellence, earning us a spot on Fast Company’s esteemed annual list of the World’s Most Innovative Companies, as well as recognition as one of U.S. News & World Report’s Best Companies to Work For in 2024.

Discover endless opportunities to grow and make your mark at Hines.

As the Senior Manager, HR Business Partner for our Americas Real Estate Support at Hines, you will be a trusted thought partner and analytical problem-solver to our senior business leaders and HR.

You’ll bring a data-driven mindset, strong business acumen, and a passion for translating complex information into insight. Your work will directly shape strategic decisions on organizational design, workforce planning, and talent management. This role is ideal for someone who turning numbers into narratives and using analytics to inform people and business outcomes.

You will partner closely with senior leaders across the Americas Real Estate businesses—ensuring disciplined, data-informed HR strategy and flawless execution. You’ll also serve as a key connector to HR centers of excellence, ensuring analytical consistency and operational rigor across all HR processes, while aligning HR goals with broader business priorities and adapting quickly as those priorities evolve based on leadership feedback.

• Partner with senior leaders across Acquisitions & Development, Asset Management, and Design & Construction to deliver an integrated, data-driven HR strategy that is directly in service of business goals
• Present in senior business meetings to provide data-backed recommendations that shape our most important talent strategies
• Lead and operationalize key people initiatives, including performance reviews, compensation, promotions, and hiring – ensuring structure and equity in the process, and measurability of impact
• Bring discipline to HR work streams, ensuring talent analyses are grounded in benchmarks – and aligning insights and strategies with measurable action plans
• When data is incomplete or directional, use strategic judgment to create structure, recommend next steps, and guide the business toward the strongest outcomes

• Develop and maintain organizational KPIs that allow leaders to monitor and improve the health of our business
• Build, analyze, and interpret data on headcount, compensation, hiring, and performance to support business planning
• Identify trends, diagnose root causes, and propose data-informed solutions on topics like span of control, role leveling, and equity of opportunity
• Partner with Finance and HRIS to reconcile and ensure data integrity across systems

• Work closely with Talent Acquisition, Compensation, Benefits, and Employee Relations to align hiring strategies, retention actions, and overall talent plans
• Partner with Talent Acquisition to develop and execute recruiting strategies, ensuring strong calibration on skills and long-term talent needs for the business
• Track HR cases, approvals, and data requests to ensure clarity of ownership, timely execution, and cross-functional alignment

Minimum Requirements include:

• Bachelor’s degree from an accredited institution.
• 8+ years of HR generalist experience or 3+ years of applicable consulting experience
• Demonstrated experience supporting senior stakeholders and managing confidential or sensitive topics
• Experience with compensation, performance management, and organizational planning preferred
• Consistent attention to detail and meeting deadlines; strong project management skills
• Ability to synthesize complex people and business topics into clear and actionable recommendations
• Advanced Excel and PowerPoint skills
• Experience presenting to senior leadership; exceptional communication skills
• Ability to build strong, trusting relationships and to influence across all levels / roles throughout the organization
• Comfortable operating within ambiguity and manage shifting priorities
• Compensation:
  New York and…