Human Resources Business Partner

We need to output HTML fragment with sections: About the role, Responsibilities (What You’ll Do), Requirements/Qualifications (What You’ll Bring/Qualifications), Benefits (if present), Pay (if present), Schedule (if present). The posting includes benefits: medical, dental, vision, 401(k) plan, life insurance coverage, disability benefits, tuition assistance program and PTO or, if applicable. Also Broad Based Ownership program. So we can include Benefits section. Pay: The posting mentions "The hiring salary range for this position applies to New York City, California, Colorado, Washington state, and most other geographies. Starting pay for the successful applicant depends on a variety of job-related factors..." This is not a specific number; it's vague. The instruction says: never create Pay/Schedule/Benefits sections unless the posting actually states them. It says "never emit a heading followed by filler/placeholder text (e.g. 'commensurate with experience', 'not specified', 'N/A', 'varies', 'TBD')". The posting does not give a specific salary range, just says depends on factors. That is essentially filler/placeholder. So we should NOT include a Pay section. Schedule: Not mentioned. So omit. We need to include About the role heading (

About the role

) with prose from "About The Role" paragraph. Responsibilities: Use

Responsibilities

with list of duties from "What You’ll Do". Should be bullet list. Qualifications: Use

Qualifications

(or Requirements). The posting has "What You’ll Bring/Qualifications". We'll use Qualifications. Benefits: Use

Benefits

with list. We must not repeat job title as heading. No Job ID. We must remove boilerplate: EEO, equal opportunity, accommodation, etc. Also remove "Why Simon & Schuster" paragraph? That's not boilerplate but it's motivational; but we need to preserve all substantive information. The "Why Simon & Schuster" paragraph is substantive about culture; we could include it maybe under About the role? But we already have About the role section; we could incorporate that paragraph into About the role prose. However the instruction: "Prefer a few substantive sections over many thin ones." We could keep About the role as a single paragraph that includes both the role description and the why. But we must not lose info. Let's incorporate the "Why Simon & Schuster" paragraph into About the role section after the initial description. Also we need to remove the EEO boilerplate and accommodation lines, unrelated emails, etc. We must preserve all substantive information: The list of imprints, global reach, etc. That's in the first paragraph before About The Role. That's substantive about company. Should we include that? It's not part of role but it's company description. The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we need to keep that info somewhere. Could be part of About the role section as a preamble, or we could add a separate section like "About the Company". But we only have allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We cannot add arbitrary headings. However we could incorporate company info into About the role section as prose. That seems acceptable: About the role can include company overview. Thus About the role

About the role

will contain a paragraph that includes the company description and the role description and why. We need to ensure we don't repeat the job title as heading. The job title is "HR Business Partner". Not used as heading. Now we need to format lists. Let's extract responsibilities bullet points from "What You’ll Do". The text: Partner with the business. Build strong, trusted relationships with leaders and employees, developing a deep understanding of their teams, priorities, opportunities, and challenges. Translate business needs into thoughtful people strategies and practical solutions. Develop leaders and teams. Coach managers and leaders on organizational effectiveness, team dynamics, performance, employee engagement, and leadership development. Help managers become stronger people leaders and create environments where teams can succeed. Grow careers and talent. Partner with leaders to identify, develop, and retain talent. Support career development, succession planning, internal mobility, and thoughtful conversations about employees’ growth and potential. Strengthen our culture. Play an active role in building an inclusive, collaborative, high-performing culture. Listen closely to employees, identify themes and opportunities, and help translate feedback into meaningful action. Navigate complex people matters. Provide thoughtful, balanced guidance on employee relations, performance management, organizational changes, and other sensitive situations. Bring sound judgment, empathy, consistency, and a solutions-oriented mindset. Use insights to drive action. Look beyond individual situations to identify trends across teams. Use employee feedback, talent data, and business context to recommend actions that improve engagement, retention, performance, and organizational health. Lead through change. Help leaders and employees navigate growth, transformation, and organizational change with clarity and care. Anticipate the people implications of business decisions and help teams move forward successfully. Collaborate across HR. Work closely with colleagues across Talent Acquisition, Learning & Development, Total Rewards and Operations to deliver a connected and excellent employee experience. Help build what’s next. Bring ideas. Challenge assumptions thoughtfully. Identify opportunities to make our people practices simpler, stronger, and more impactful, and help turn those ideas into action. We can turn each sentence into a list item. Might be many items; okay. Qualifications bullet points from "What You’ll Bring/Qualifications": Significant HR experience, including experience as an HR Business Partner or in a similarly consultative people role A track record of building trusted relationships with leaders and employees at multiple levels Strong coaching and influencing skills, with the confidence to offer a point of view and the judgment to know when to listen Experience supporting talent management, organizational development, performance management, employee relations, and change Excellent judgment and discretion when navigating sensitive or complex situations A practical, business-minded approach with an ability to connect people decisions to organizational goals and outcomes Strong communication skills and the ability to bring clarity to complicated issues Curiosity, empathy, resilience, and a genuine interest in people and what helps them succeed The ability to balance strategic thinking with hands-on execution A collaborative mindset and a desire to contribute to the success of the broader HR team Experience in publishing, media, entertainment, or another creative and dynamic industry is valuable, but not essential. What matters most is your ability to understand a business, earn trust, and help people and teams become better. We can list each as

. Benefits bullet points: medical, dental, vision, 401(k) plan, life insurance coverage, disability benefits, tuition assistance program and PTO or, if applicable. Additionally, employees have access to our industry-first, Broad Based Ownership program, which makes all employees partners in our shared success. We can make two list items: one for the first set, another for Broad Based Ownership. Now we need to output only HTML fragment. Let's craft:

About the role

Simon & Schuster was named to Forbes magazine list of America's Best Mid-Size Employers 2022. Simon & Schuster is a global leader in general interest publishing, dedicated to providing the best in fiction and nonfiction for readers of all ages, and in all printed, digital and audio formats. Its distinguished roster of authors includes many of the world's most popular and widely recognized writers, and winners of the most prestigious literary honors and awards. It is home to numerous well-known imprints and divisions such as Simon & Schuster, Scribner, Atria Books, Gallery Books, Pocket Books, Adams Media, Simon & Schuster Children's Publishing and Simon & Schuster Audio and international companies in Australia, Canada, India and the United Kingdom, and proudly brings the works of its authors to readers in more than 200 countries and territories. For more information visit our website at www.simonandschuster.com. Simon & Schuster is looking for an experienced and dynamic HR Business Partner to join our New York team and play an important role in shaping the employee experience, developing talent, and strengthening our culture. In this highly collaborative role, you’ll work closely with leaders and employees across the organization, bringing thoughtful counsel, strong HR expertise, and a deep understanding of the business to help our people and teams thrive. We’re looking for someone with sound judgment, genuine curiosity, and a talent for building trusted relationships. You’ll be a strategic advisor to senior leaders, an approachable and credible partner to employees, and an active contributor to the broader HR team. You’ll be equally comfortable thinking through organizational strategy, coaching a manager through a difficult conversation, identifying opportunities to strengthen a team, and helping create an environment where people can grow, build meaningful careers, and do their best work. Why Simon & Schuster Books have the power to entertain us, challenge us, teach us, connect us, and change the way we see the world. Behind those books are extraordinary people, and we want Simon & Schuster to be a place where those people can do the best work of their careers. Joining our HR team means helping shape that experience. You’ll have the opportunity to partner with talented colleagues across an iconic publishing company, influence how we develop leaders and teams, strengthen our culture, and help create meaningful career experiences for our employees. We take the work seriously. We value different perspectives. We believe strong cultures are built deliberately through trust, accountability, opportunity, collaboration, and the everyday experience people have at work. If you’re energized by the idea of combining people, culture, careers, and business strategy, we’d love to hear from you.

Then Responsibilities:

Responsibilities

• Partner with the business. Build strong, trusted relationships with leaders and employees, developing a deep understanding of their teams, priorities, opportunities, and challenges.
• Translate business needs into thoughtful people strategies and practical solutions.
• Develop leaders and teams. Coach managers and leaders on organizational effectiveness, team dynamics, performance, employee engagement, and leadership development.
• Help managers become stronger people leaders and create environments where teams can succeed.
• Grow careers and talent. Partner with leaders to identify, develop, and retain talent. Support career development, succession planning, internal mobility, and thoughtful conversations about employees’ growth and potential.
• Strengthen our culture. Play an active role in building an inclusive, collaborative, high-performing culture. Listen closely to employees, identify themes and opportunities, and help translate feedback into meaningful action.
• Navigate complex people matters. Provide thoughtful, balanced guidance on employee relations, performance management, organizational changes, and other sensitive situations. Bring sound judgment, empathy, consistency, and a solutions-oriented mindset.
• Use insights to drive action. Look beyond individual situations to identify trends across teams. Use employee feedback, talent data, and business context to recommend actions that improve engagement, retention, performance, and organizational health.
• Lead through change. Help leaders and employees navigate growth, transformation, and organizational change with clarity and care. Anticipate the people implications of business decisions and help teams move forward successfully.
• Collaborate across HR. Work closely with colleagues across Talent Acquisition, Learning & Development, Total Rewards and Operations to deliver a connected and excellent employee experience.
• Help build what’s next. Bring ideas. Challenge assumptions thoughtfully. Identify opportunities to make our people practices simpler, stronger, and more impactful, and help turn those ideas into action.

Qualifications:

Qualifications

• Significant HR experience, including experience as an HR Business Partner or in a similarly consultative people role
• A track record of building trusted relationships with leaders and employees at multiple levels
• Strong coaching and influencing skills, with the confidence to offer a point of view and the judgment to know when to listen
• Experience supporting talent management, organizational development, performance management, employee relations, and change
• Excellent judgment and discretion when navigating sensitive or complex situations
• A practical, business-minded approach with an ability to connect people decisions to organizational goals and outcomes