HR Business Partner / Manager

About Rise Alliance

Rise Alliance is a dynamic, fast-growing financial services and business consulting company based in Manhattan. Our mission is to help businesses overcome financial challenges, protect their operations, and create a stronger foundation for sustainable growth.

Through strategic business consulting, debt restructuring, customized financing solutions, and a nationwide network of capital partners, Rise Alliance helps business owners navigate complex financial circumstances and emerge positioned for long-term success. 

We are a high-energy, entrepreneurial organization that values performance,
accountability, collaboration, ingenuity, and meaningful impact. As the company continues to grow, we are looking for an HR Business Partner / Manager who can help ensure that our people, leaders, culture, and HR infrastructure grow with the business.

About the Role

The HR Business Partner / Manager will be responsible for leading and managing the full range of Human Resources functions for Rise Alliance.

This is a highly visible, hands-on role that combines strategic HR business partnering with operational HR leadership. The successful candidate will work closely with executive and business leaders to translate company strategy into effective people strategies, strengthen leadership capability, improve the employee experience, and build the systems and processes necessary to support continued growth.

The HR Business Partner / Manager will be accountable for ensuring that HR is not simply a support function, but a strategic contributor to business performance.

The ideal candidate understands both the business and the people side of the
business. You will be expected to understand Rise Alliance's goals, anticipate the people implications of business decisions, provide practical HR solutions, coach managers, protect the company from unnecessary employment risk, and build an organization where talented people can perform at their highest level.

This role will serve as a trusted advisor to leadership while also being a strong
employee advocate, balancing individual employee needs with the organization's broader business objectives.

What You Will Own

Strategic HR Business Partnership

• Partner with executive leadership and managers to develop and execute people strategies aligned with business goals.
• Understand the company's financial, operational, strategic, and organizational objectives and translate them into practical HR priorities.
• Anticipate workforce and organizational needs as the business grows and proactively develop solutions. Provide leadership with data, insight, and recommendations on workforce planning, organizational effectiveness, talent, compensation, engagement, and retention. 
• Build a shared mindset and common focus around people, performance, culture, and business objectives. 
• Serve as a trusted advisor and resource to leaders on a broad range of people and organizational issues.
• Develop HR programs that create competitive advantage and improve business performance.

Talent Acquisition & Workforce Planning

• Own and continuously improve the company's recruiting and hiring processes.
• Partner with managers to define organizational needs, job requirements, and candidate profiles.
• Develop effective sourcing, interviewing, selection, and onboarding practices. Ensure new employees are effectively integrated into the organization and positioned for success.
• Analyze staffing levels, turnover, hiring trends, and workforce needs.
• Develop strategies to attract, retain, and develop high-performing talent.
• Identify high-potential employees and create development opportunities that support future leadership needs.

Performance Management & Employee Development

• Own the company's performance management process and ensure it drives accountability, development, and business results.
• Coach managers on setting expectations, providing feedback, addressing performance issues, and managing difficult conversations.
• Develop and implement manager training and development programs.
• Support leadership development, succession planning, and organizational development. 
• Help managers equip employees to achieve their full potential.
• Develop practical approaches to performance improvement, including appropriate documentation and performance plans.
• Analyze performance trends and recommend organizational or leadership interventions where appropriate.

Employee Relations & Culture

• Serve as a trusted resource for employees and managers regarding workplace concerns, performance, conflict, policies, and employment issues.
• Investigate employee relations matters fairly, consistently, and confidentially.
• Balance employee advocacy with the legitimate needs and interests of the business.
• Promote a culture of openness, candor, accountability, respect, teamwork, and high performance.
• Monitor employee engagement and identify opportunities to improve the employee experience.
• Lead engagement surveys and translate findings into practical action plans.
• Facilitate team-building, communication, and organizational effectiveness initiatives.
• Help leadership proactively identify and address cultural issues before they become larger organizational problems.

Compensation, Benefits & Rewards

• Manage the company's compensation and benefits programs.
• Partner with leadership on compensation planning, salary reviews, incentive programs, commissions, and recognition programs.
• Ensure compensation practices are competitive, equitable, and aligned with business objectives. Support the design and administration of employee recognition and reward programs.
• Monitor benefits programs and serve as the primary internal resource for employee benefits questions and issues.
• Analyze compensation and reward practices to support attraction and retention of high-performing employees.

HR Operations, Systems & Compliance

• Own the company's core HR processes and ensure they are executed
  accurately, consistently, and efficiently. 
• Manage HRIS and employee data, records, reporting, and documentation.
• Oversee onboarding, employee changes, promotions, transfers, leaves, exits, and offboarding.
• Maintain and update HR policies, procedures, and employee handbook materials.
• Ensure compliance with applicable federal, New York State, and New York City employment laws and regulations.
• Partner with payroll and benefits providers to ensure accurate and timely administration.
• Monitor changes in employment law and proactively communicate and implement required changes.
• Maintain appropriate HR documentation and processes to reduce organizational risk.
• Use HR data and analytics to identify trends, inform decisions, and measure the effectiveness of HR programs.

Organizational Development & Change Management

• Act as a change agent as Rise Alliance continues to evolve and grow.
• Help leadership translate organizational changes into clear communication and effective implementation. 
• Develop communication strategies that take company vision and organizational changes to the employee level.
• Assess the people and cultural implications of business changes and recommend appropriate interventions.
• Support organizational design, role clarity, reporting structures, and workforce effectiveness.
• Help leaders build the capabilities required to support the company's next stage of growth.
• Lead or support new-leader assimilation, management development,
  organizational development, and other initiatives that strengthen the
  organization.

What Success Looks Like

The HR Business Partner / Manager will be successful when:

• HR supports business growth rather than simply administering HR
  processes.
• Managers are better equipped to lead, coach, develop, and hold employees accountable.
• Employees have a consistent, professional, and engaging experience.
• High-performing employees are identified, developed, and retained.
• Recruiting and onboarding consistently produce strong employees who are positioned for success.
• Performance expectations are clear and consistently managed. HR processes are efficient, scalable, and compliant.
• Leadership has reliable people data and actionable insight when making business decisions.
• Employee relations issues are addressed quickly, fairly, and appropriately.
• The company has the organizational structure, leadership capability, and talent needed to achieve its growth objectives.

The anticipated base salary range for this position is $110,000–$140,000 annually. Actual compensation will be determined based on factors such as experience, qualifications, and skills. 

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred. 
• 5+ years of progressive HR experience, with significant experience operating as an HR Business Partner, HR Manager, or comparable role.
• Experience supporting a growing, entrepreneurial, or high-performance organization strongly preferred.
• Strong knowledge of HR practices, employment law, employee relations, performance management, compensation, benefits, recruiting, and HR operations.
• Experience working directly with executives and business leaders.
• Demonstrated ability to coach managers and influence leadership decisions.
• Strong organizational, analytical, and problem-solving skills.
• Excellent written and verbal communication skills.
• Ability to handle confidential and sensitive employee matters with discretion and sound judgment.
• Strong understanding of New York State and New York City employment requirements.
• Experience with HRIS platforms and HR data/reporting.
• Ability to operate strategically while remaining willing and able to roll up your sleeves and execute.

The Ideal Candidate