Back to jobs

HRBP

USA - Hoboken, NJ

At NiCE, we don’t limit our challenges. We challenge our limits. Always. We’re ambitious. We’re game changers. And we play to win. We set the highest standards and execute beyond them. And if you’re like us, we can offer you the ultimate career opportunity that will light a fire within you.

So, what’s the role all about?

We are seeking a Strategic HR Business Partner to serve as a trusted advisor to senior leaders across multiple lines of business. This role partners closely with business leadership to translate strategy into people priorities that enable growth, organizational effectiveness, and transformation. The HR Business Partner provides counsel across organization design, workforce planning, talent and succession, leadership effectiveness, and change, while using data-driven insights to guide decisions, strengthen outcomes, and manage risk in a dynamic global environment.

How will you make an impact

Strategic HR Partnership

  • Serve as a strategic people advisor to senior leaders, translating business strategy into scalable people plans that support performance, growth, and organizational transformation.
  • Partner with business leaders and the Director, Human Resources on organization design, workforce planning, talent deployment, and succession planning to ensure role clarity, critical capability coverage, and long-term scalability.

Change Management & Organizational Effectiveness

  • Lead change and transformation initiatives by advising leaders on communication strategy, stakeholder alignment, engagement, and adoption during periods of organizational change.
  • Coach front-line managers and senior leaders to strengthen leadership effectiveness, team performance, and organizational health.

Talent, Engagement & Employee Experience

  • Lead talent review and succession planning efforts within the assigned business units, helping leaders assess talent, strengthen pipelines, retain key talent, and build future-ready capability.
  • Use workforce analytics, talent insights, and business metrics to identify trends, assess organizational health, and recommend actions that improve retention, engagement, and effectiveness.
  • Partner with business leaders to shape employee engagement and culture initiatives that strengthen performance, support business outcomes, and enhance the employee experience.

Business Partnership & Talent Enablement

  • Advise leaders in partnership with Finance on workforce planning priorities, investment trade-offs, and headcount decisions aligned with business strategy.
  • Partner with Compensation, Talent Acquisition, and other HR Centers of Excellence to align enterprise programs, hiring strategies, and talent decisions with business priorities.
  • Guide leaders through sensitive people matters with sound judgement, balancing business needs, employee experience, and risk.
  • Identify organizational risks and opportunities proactively, using data, judgement, and business context to recommend practical actions that strengthen outcomes.

Have you got what it takes?

  • 4-6 years of strategic experience as an HR Business Partner.
  • Bachelor’s degree in Human Resource Management, or related field, or equivalent work experience.
  • Strong ability to understand business goals and recommend strategies that help the business achieve them.
  • Ability to operate strategically while also managing detailed work such as headcount tracking and planning.
  • Resiliency, critical thinking, and the ability to thrive in a fast-paced, complex, and ever-changing environment.
  • Strong communication, organizational, and stakeholder management skills, with the ability to convey messaging from senior leaders to employees effectively.
  • Experience driving employee engagement and business outcomes through thoughtful HR partnership.
  • Basic knowledge of employment law.

You will have an advantage if you also have:

  • Experience within a start-up or technology environment.
  • Experience working with a global team in a matrixed organization.
  • Experience assessing management and executive talent.

About NiCE

NICE Ltd. (NASDAQ: NICE) software products are used by 25,000+ global businesses, including 85 of the Fortune 100 corporations, to deliver extraordinary customer experiences, fight financial crime and ensure public safety. Every day, NiCE software manages more than 120 million customer interactions and monitors 3+ billion financial transactions.

Known as an innovation powerhouse that excels in AI, cloud and digital, NiCE is consistently recognized as the market leader in its domains, with over 8,500 employees across 30+ countries.

NiCE is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, age, sex, marital status, ancestry, neurotype, physical or mental disability, veteran status, gender identity, sexual orientation or any other category protected by law.

 

Create a Job Alert

Interested in building your career at NICE? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...
Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in NICE’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.