Senior People Partner - NYC (Bilingual Spanish Required)
Levain Bakery · New York, NY · 1 mo ago
Business DevelopmentFull-time
We need to output HTML fragment with sections: About the role? Actually the posting includes "THE ROLE: SENIOR PEOPLE PARTNER" and description. We need to use for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We need to include sections only if posting has real specific content. We have content for Responsibilities (Job Responsibilities), Requirements (Required Skills And Qualifications), Benefits (Compensation & Benefits). Pay is also in Compensation & Benefits (salary range). Schedule maybe not given. We have "Ability to work in person at our NYC office and excitement to work in our retail bakeries and commissary; this role is 75% in office and/or on site." That's schedule info (hybrid). So we can include Schedule section.
We need to avoid boilerplate like EEO etc. Not present.
We need to preserve all substantive info. Use
for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We need to include sections only if posting has real specific content. We have content for Responsibilities (Job Responsibilities), Requirements (Required Skills And Qualifications), Benefits (Compensation & Benefits). Pay is also in Compensation & Benefits (salary range). Schedule maybe not given. We have "Ability to work in person at our NYC office and excitement to work in our retail bakeries and commissary; this role is 75% in office and/or on site." That's schedule info (hybrid). So we can include Schedule section.
We need to avoid boilerplate like EEO etc. Not present.
We need to preserve all substantive info. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to include headings: About the role? Could be a brief description of role. The posting includes "THE ROLE: SENIOR PEOPLE PARTNER" and description: "The Senior People Partner will report to the Senior Director of People & Culture. This role will drive and manage HR functions including but not limited to employee onboarding, employee recognition and reward programs, conflict resolution, training, leave management, workplace accommodation, and developing and refining systems. This role will be based in NY, splitting their time providing onsite support at the bakery and commissary locations and at the corporate office as needed for business." That's suitable for About the role.
Responsibilities: list from "Job Responsibilities:" bullet points.
Requirements: maybe combine "What we’re looking for:" and "Required Skills And Qualifications". Could be Requirements section.
Qualifications: maybe separate? But we can combine. However we need to follow instruction: Use headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can include those that have content.
We have content for About the role, Responsibilities, Requirements (what we're looking for), Qualifications (required skills and qualifications), Skills (maybe part of qualifications), Benefits, Pay (salary range), Schedule (75% in office/on site). We'll need to avoid duplication.
Let's extract:
About the role paragraph: "The Senior People Partner will report to the Senior Director of People & Culture. This role will drive and manage HR functions including but not limited to employee onboarding, employee recognition and reward programs, conflict resolution, training, leave management, workplace accommodation, and developing and refining systems. This role will be based in NY, splitting their time providing onsite support at the bakery and commissary locations and at the corporate office as needed for business."
Responsibilities: list items under "Job Responsibilities:" each bullet.
We need to capture each bullet as
- .
Let's list them:
- Strategic Partnership & Field Leadership
Serve as a strategic HR advisor to Regional and District leadership, aligning people strategy with operational, financial, and growth objectives.
Influence senior field leaders on leadership effectiveness, workforce strategy, and long-term talent planning.
Anticipate workforce risks and partner with leadership to implement proactive, data-driven solutions.
Lead regional culture assessments through in-market presence, providing constructive insights and actionable recommendations.
Drive accountability across teams to ensure consistent execution of people strategies and company standards.
- Employee Relations & Risk Leadership
Oversee complex, high-risk employee relations matters across multiple locations, ensuring consistency, fairness, and risk mitigation.
Lead and oversee sensitive investigations, providing strategic recommendations to senior leaders.
Ensure regional compliance with all applicable employment laws, wage and hour regulations, and company policies.
Identify systemic risk trends and implement preventative strategies, training, and process improvements.
Partner with Legal and senior stakeholders to minimize organizational exposure.
- Leave & Workplace Accommodation Strategy
Provide strategic oversight of federal, state, and local leave programs, ensuring compliance and operational continuity.
Guide senior leaders on complex leave and accommodation matters, balancing legal compliance with business needs.
Oversee end-to-end management of high-risk or escalated cases, including ADA interactive process and return-to-work planning.
Evaluate trends in leave utilization and accommodations to guide workforce planning and operational strategy.
Develop and implement training and process enhancements to strengthen compliance and leader capability.
- Engagement, Culture & Retention Strategy
Analyze regional engagement, turnover, and performance data to identify systemic opportunities and risks.
Lead development and execution of regional engagement and retention strategies aligned with business priorities.
Champion inclusion, belonging, and leadership accountability across the field.
Partner with senior leaders to address cultural challenges and drive measurable improvements in team effectiveness.
- Workforce Planning & Talent Strategy
Lead regional workforce planning efforts, aligning staffing models with financial forecasts and operational needs.
Partner strategically with Talent Acquisition to address pipeline gaps and improve quality of hire.
Contribute and support talent assessments, and succession planning at the district level.
Identify and partner with district/regional managers to develop high-potential leaders, strengthening bench readiness and internal mobility.
Ensure consistent, performance-driven talent practices across all supported locations.
- Leadership Development & Capability Building
Coach and support development of District and Store leadership teams to enhance performance, accountability, and people leadership capability.
Lead and facilitate advanced HR and leadership development sessions.
Drive consistent execution of performance management and development processes across the region.
Manage, mentor, and support field HR team members.
- Organizational Change & Alignment
Drive and execute on people strategy for leadership transitions, organization restructuring, and department initiatives.
Guide and support comprehensive change management plans to ensure smooth adoption and minimal operational disruption.
Translate and support organization HR strategy into practical field execution plans.
Oversee policy and handbook alignment to ensure compliance and consistency with business objectives.
Strengthen cross-functional partnerships to ensure HR is viewed as a strategic business driver.
That's many bullet groups; each heading could be considered a responsibility category. We could treat each as a
- with subtext? But we need
- for any list of duties/requirements/benefits. Could flatten each responsibility as a
- containing the heading and description. Simpler: each bullet point (the heading plus its description) as a
- . We'll need to include the description sentences as part of the
- . Could embed for heading? Not required but okay.
Requirements: "What we’re looking for:" list:
- People-forward attitude with a keen understanding of the employee experience
- Passion for what you do – you’re excited about leveraging your strong critical thinking skills, previous knowledge, and expertise to leaders and the employee experience
- Strong communication, collaboration, and interpersonal skills; team-oriented with a positive attitude
- Maintain a high level of professionalism and courtesy: be adaptable, flexible, and patient
- Be open to feedback and committed to continuous improvement
- Be consistent, patient, and even keeled: Remain calm under pressure when troubleshooting issues
- High-level of integrity, emotional intelligence, and discretion to handle complex, sensitive matters
- Project management, time management, problem-solving skills to manage HR initiatives and to meet key deadlines
- Leadership skills to train and motivate HR professionals
- Embody and promote the values and standards of Levain Bakery
Qualifications: "Required Skills And Qualifications" list:
- Fluent in Spanish both written and verbal communication required.
- Bachelor’s degree in Human Resources, Business Administration, or related field required.
- 7+ years of management experience in HR for retail/hospitality/food companies; prior team management/people coaching experience strongly preferred.
- Prior experience with a company in growth mode strongly preferred.
- Aptitude for problem-solving and thorough knowledge of HR procedures and policies.
- Experience in a senior level HR managerial role for multi-state locations required.
- Resourceful mindset and strong attention to detail.
- Superior knowledge of national laws and regulations related to employment.
- Experience working with HRIS systems and workforce analytics, UKG experience is a plus.
- Proficiency in Microsoft Office, Excel, Microsoft, etc.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
- Ability to work in person at our NYC office and excitement to work in our retail bakeries and commissary; this role is 75% in office and/or on site.
But the last bullet about ability to work in person is also schedule; we might move that to Schedule section.
Benefits: "Compensation & Benefits" list:
- $115-125k + 15% annual bonus potential
- Health, Vision, Dental Insurance
- Employer-funded Healthcare Reimbursement Account
- Additional supplemental benefits: Commuter Benefits, Employee Assistance Program, Bike-Share Reimbursement
- 14 Weeks Fully Paid Parental Leave
- Four Weeks of Paid Time Off
- 401K with 3.5% Company Match
Pay: maybe we separate salary range as Pay section. But we already included in Benefits. However instruction: include Pay section only if posting actually states them. It does state salary range. Could create Pay section with that line. Benefits section then other benefits.
Schedule: "Ability to work in person at our NYC office and excitement to work in our retail bakeries and commissary; this role is 75% in office and/or on site." That's schedule.
We need to avoid duplication: if we put salary in Pay, we should not repeat in Benefits. So Benefits section will exclude salary line.
Let's craft HTML:
About the role
The Senior People Partner will report to the Senior Director of People & Culture. This role will drive and manage HR functions including but not limited to employee onboarding, employee recognition and reward programs, conflict resolution, training, leave management, workplace accommodation, and developing and refining systems. This role will be based in NY, splitting their time providing onsite support at the bakery and commissary locations and at the corporate office as needed for business.
Responsibilities
- Strategic Partnership & Field Leadership – Serve as a strategic HR advisor to Regional and District leadership, aligning people strategy with operational, financial, and growth objectives. Influence senior field leaders on leadership effectiveness, workforce strategy, and long-term talent planning. Anticipate workforce risks and partner with leadership to implement proactive, data-driven solutions. Lead regional culture assessments through in-market presence, providing constructive insights and actionable recommendations. Drive accountability across teams to ensure consistent execution of people strategies and company standards.
- Employee Relations & Risk Leadership – Oversee complex, high-risk employee relations matters across multiple locations, ensuring consistency, fairness, and risk mitigation. Lead and oversee sensitive investigations, providing strategic recommendations to senior leaders. Ensure regional compliance with all applicable employment laws, wage and hour regulations, and company policies. Identify systemic risk trends and implement preventative strategies, training, and process improvements. Partner with Legal and senior stakeholders to minimize organizational exposure.
- Leave & Workplace Accommodation Strategy – Provide strategic oversight of federal, state, and local leave programs, ensuring compliance and operational continuity. Guide senior leaders on complex leave and accommodation matters, balancing legal compliance with business needs. Oversee end-to-end management of high-risk or escalated cases, including ADA interactive process and return-to-work planning. Evaluate trends in leave utilization and accommodations to guide workforce planning and operational strategy. Develop and implement training and process enhancements to strengthen compliance and leader capability.
- Engagement, Culture & Retention Strategy – Analyze regional engagement, turnover, and performance data to identify systemic opportunities and risks. Lead development and execution of regional engagement and retention strategies aligned with business priorities. Champion inclusion, belonging, and leadership accountability across the field. Partner with senior leaders to address cultural challenges and drive measurable improvements in team effectiveness.
- Workforce Planning & Talent Strategy – Lead regional workforce planning efforts, aligning staffing models with
for prose. We need to include headings: About the role? Could be a brief description of role. The posting includes "THE ROLE: SENIOR PEOPLE PARTNER" and description: "The Senior People Partner will report to the Senior Director of People & Culture. This role will drive and manage HR functions including but not limited to employee onboarding, employee recognition and reward programs, conflict resolution, training, leave management, workplace accommodation, and developing and refining systems. This role will be based in NY, splitting their time providing onsite support at the bakery and commissary locations and at the corporate office as needed for business." That's suitable for About the role. Responsibilities: list from "Job Responsibilities:" bullet points. Requirements: maybe combine "What we’re looking for:" and "Required Skills And Qualifications". Could be Requirements section. Qualifications: maybe separate? But we can combine. However we need to follow instruction: Use headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can include those that have content. We have content for About the role, Responsibilities, Requirements (what we're looking for), Qualifications (required skills and qualifications), Skills (maybe part of qualifications), Benefits, Pay (salary range), Schedule (75% in office/on site). We'll need to avoid duplication. Let's extract: About the role paragraph: "The Senior People Partner will report to the Senior Director of People & Culture. This role will drive and manage HR functions including but not limited to employee onboarding, employee recognition and reward programs, conflict resolution, training, leave management, workplace accommodation, and developing and refining systems. This role will be based in NY, splitting their time providing onsite support at the bakery and commissary locations and at the corporate office as needed for business." Responsibilities: list items under "Job Responsibilities:" each bullet. We need to capture each bullet as
- for any list of duties/requirements/benefits. Could flatten each responsibility as a
- containing the heading and description. Simpler: each bullet point (the heading plus its description) as a
- . We'll need to include the description sentences as part of the
- . Could embed for heading? Not required but okay.
Requirements: "What we’re looking for:" list:
- People-forward attitude with a keen understanding of the employee experience
- Passion for what you do – you’re excited about leveraging your strong critical thinking skills, previous knowledge, and expertise to leaders and the employee experience
- Strong communication, collaboration, and interpersonal skills; team-oriented with a positive attitude
- Maintain a high level of professionalism and courtesy: be adaptable, flexible, and patient
- Be open to feedback and committed to continuous improvement
- Be consistent, patient, and even keeled: Remain calm under pressure when troubleshooting issues
- High-level of integrity, emotional intelligence, and discretion to handle complex, sensitive matters
- Project management, time management, problem-solving skills to manage HR initiatives and to meet key deadlines
- Leadership skills to train and motivate HR professionals
- Embody and promote the values and standards of Levain Bakery
Qualifications: "Required Skills And Qualifications" list:
- Fluent in Spanish both written and verbal communication required.
- Bachelor’s degree in Human Resources, Business Administration, or related field required.
- 7+ years of management experience in HR for retail/hospitality/food companies; prior team management/people coaching experience strongly preferred.
- Prior experience with a company in growth mode strongly preferred.
- Aptitude for problem-solving and thorough knowledge of HR procedures and policies.
- Experience in a senior level HR managerial role for multi-state locations required.
- Resourceful mindset and strong attention to detail.
- Superior knowledge of national laws and regulations related to employment.
- Experience working with HRIS systems and workforce analytics, UKG experience is a plus.
- Proficiency in Microsoft Office, Excel, Microsoft, etc.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
- Ability to work in person at our NYC office and excitement to work in our retail bakeries and commissary; this role is 75% in office and/or on site.
But the last bullet about ability to work in person is also schedule; we might move that to Schedule section.
Benefits: "Compensation & Benefits" list:
- $115-125k + 15% annual bonus potential
- Health, Vision, Dental Insurance
- Employer-funded Healthcare Reimbursement Account
- Additional supplemental benefits: Commuter Benefits, Employee Assistance Program, Bike-Share Reimbursement
- 14 Weeks Fully Paid Parental Leave
- Four Weeks of Paid Time Off
- 401K with 3.5% Company Match
Pay: maybe we separate salary range as Pay section. But we already included in Benefits. However instruction: include Pay section only if posting actually states them. It does state salary range. Could create Pay section with that line. Benefits section then other benefits.
Schedule: "Ability to work in person at our NYC office and excitement to work in our retail bakeries and commissary; this role is 75% in office and/or on site." That's schedule.
We need to avoid duplication: if we put salary in Pay, we should not repeat in Benefits. So Benefits section will exclude salary line.
Let's craft HTML:
About the role
The Senior People Partner will report to the Senior Director of People & Culture. This role will drive and manage HR functions including but not limited to employee onboarding, employee recognition and reward programs, conflict resolution, training, leave management, workplace accommodation, and developing and refining systems. This role will be based in NY, splitting their time providing onsite support at the bakery and commissary locations and at the corporate office as needed for business.
Responsibilities
- Strategic Partnership & Field Leadership – Serve as a strategic HR advisor to Regional and District leadership, aligning people strategy with operational, financial, and growth objectives. Influence senior field leaders on leadership effectiveness, workforce strategy, and long-term talent planning. Anticipate workforce risks and partner with leadership to implement proactive, data-driven solutions. Lead regional culture assessments through in-market presence, providing constructive insights and actionable recommendations. Drive accountability across teams to ensure consistent execution of people strategies and company standards.
- Employee Relations & Risk Leadership – Oversee complex, high-risk employee relations matters across multiple locations, ensuring consistency, fairness, and risk mitigation. Lead and oversee sensitive investigations, providing strategic recommendations to senior leaders. Ensure regional compliance with all applicable employment laws, wage and hour regulations, and company policies. Identify systemic risk trends and implement preventative strategies, training, and process improvements. Partner with Legal and senior stakeholders to minimize organizational exposure.
- Leave & Workplace Accommodation Strategy – Provide strategic oversight of federal, state, and local leave programs, ensuring compliance and operational continuity. Guide senior leaders on complex leave and accommodation matters, balancing legal compliance with business needs. Oversee end-to-end management of high-risk or escalated cases, including ADA interactive process and return-to-work planning. Evaluate trends in leave utilization and accommodations to guide workforce planning and operational strategy. Develop and implement training and process enhancements to strengthen compliance and leader capability.
- Engagement, Culture & Retention Strategy – Analyze regional engagement, turnover, and performance data to identify systemic opportunities and risks. Lead development and execution of regional engagement and retention strategies aligned with business priorities. Champion inclusion, belonging, and leadership accountability across the field. Partner with senior leaders to address cultural challenges and drive measurable improvements in team effectiveness.
- Workforce Planning & Talent Strategy – Lead regional workforce planning efforts, aligning staffing models with