Human Resources Associate Jobs in New York
Human Resources Associate jobs in New York concentrate in financial services, healthcare, technology, and higher education, with demand at every level from entry-level coordinators to experienced HR generalists. The largest hiring volume sits in New York City, with secondary clusters in Albany and Buffalo, where anchor employers like JPMorgan Chase, New York-Presbyterian, and IBM maintain substantial HR teams. The most in-demand specialties include employee relations, HRIS administration, and talent acquisition support. See the openings below and apply to the ones that match your experience.
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Showing 5 of 215+ Human Resources Associate jobs
DDN is in an extraordinary moment. We’ve spent more than two decades building technology that powers some of the world’s most demanding computing environments. Today, we’re at the center of the AI infrastructure boom, our business is experiencing tremendous scale—and our People infrastructure needs to move just as fast.
We’re looking for a Head of Global People Operations & Transformation to build the operating system for our global People organization.
This role will be responsible for creating a People Operating system that is global, connected, automated, data-driven and built to scale—creating a consistent employee experience and the operational leverage that allows our HR Team to increase it’s strategic offerings, and better enable a more global people experience.
If you’re an inherent builder of systems and process, love working cross functionally, and are energized by building systems, not just a process, this job is for you.
What you’ll own
Redesign the employee experience and build the operating model, taking an end-to-end view of the employee lifecycle—from onboarding through transfers, promotions, leaves, performance processes and offboarding.
Define a consistent global experience while accommodating local requirements.
Simplify processes, eliminate unnecessary steps and automate wherever possible.
Create connected workflows rather than relying on emails, spreadsheets and human reminders.
Create scalable infrastructure across global employment, entities, EORs, worker classification and cross-border employment.
Build operational rigor and compliance that accelerate decision making and minimize bureaucracy.
Own People technology, automation and data
Own the roadmap across HR systems (Wordkay), integrations, workflows and automation.
Assess our People Technology ecosystem to make thoughtful build vs. buy vs. configure vs. eliminate decisions—not collect software.
Use automation and AI where they materially improve speed, quality or employee experience.
Establish trustworthy People data, reporting and analytics infrastructure that help leaders understand what is happening, what it means and where they should act.
Leverage clean data to drive insights for the business
Build a function that scales
Help shape a more globally connected operating model while preserving local nuance and expertise where it matters.
Build strong partnerships across HRBPs, Compensation, Talent Acquisition, Finance, Legal, IT and Security.
Define what belongs in People Operations—and what doesn’t.
Build a roadmap toward one global process, with local variation where law or meaningful market differences require it.
Our HRBPs should be focused on organization design, talent, leadership, performance and workforce strategy. One measure of success for this role will be how much operational work can be permanently removed from their plates.
What we hope you’ve done before
This role is for you if:
You’ve built or materially transformed People Operations in a complex, global company—not simply inherited a mature machine.
You’ve led significant HR technology (Wordkay) and process transformations end-to-end.
You have experience with and are energized by building and executing process maps, gathering requirements and working cross functionally to develop seamless workflows.
You understand operating across multiple countries, entities and employment models, including EORs and cross-border employment.
You can get into the details of an HRIS, integration, workflow or data problem while still seeing the bigger operating model.
You’re fluent in People data and excited about using automation and AI thoughtfully.
You build strong partnerships across the People Team, Finance, Legal, IT and the business.
You’ve led nimble and inspire followership, but you’re also willing to get hands-on.
You simplify.
What success looks like
Within the first 12–18 months:
One global operating model with clear ownership and thoughtful local variation.
A consistent employee experience across geographies.
A clear technology and HR process roadmap that minimizes manual work.
People data leaders trust and use to make decisions.
Repeatable global employment infrastructure rather than country-by-country reinvention.
HRBPS are spending more of their time on talent, leadership and organizational effectiveness.
Compensation Range: $220K - $290K
DDN is in an extraordinary moment. We’ve spent more than two decades building technology that powers some of the world’s most demanding computing environments. Today, we’re at the center of the AI infrastructure boom, our business is experiencing tremendous scale—and our People infrastructure needs to move just as fast.
We’re looking for a Head of Global People Operations & Transformation to build the operating system for our global People organization.
This role will be responsible for creating a People Operating system that is global, connected, automated, data-driven and built to scale—creating a consistent employee experience and the operational leverage that allows our HR Team to increase it’s strategic offerings, and better enable a more global people experience.
If you’re an inherent builder of systems and process, love working cross functionally, and are energized by building systems, not just a process, this job is for you.
What you’ll own
Redesign the employee experience and build the operating model, taking an end-to-end view of the employee lifecycle—from onboarding through transfers, promotions, leaves, performance processes and offboarding.
Define a consistent global experience while accommodating local requirements.
Simplify processes, eliminate unnecessary steps and automate wherever possible.
Create connected workflows rather than relying on emails, spreadsheets and human reminders.
Create scalable infrastructure across global employment, entities, EORs, worker classification and cross-border employment.
Build operational rigor and compliance that accelerate decision making and minimize bureaucracy.
Own People technology, automation and data
Own the roadmap across HR systems (Wordkay), integrations, workflows and automation.
Assess our People Technology ecosystem to make thoughtful build vs. buy vs. configure vs. eliminate decisions—not collect software.
Use automation and AI where they materially improve speed, quality or employee experience.
Establish trustworthy People data, reporting and analytics infrastructure that help leaders understand what is happening, what it means and where they should act.
Leverage clean data to drive insights for the business
Build a function that scales
Help shape a more globally connected operating model while preserving local nuance and expertise where it matters.
Build strong partnerships across HRBPs, Compensation, Talent Acquisition, Finance, Legal, IT and Security.
Define what belongs in People Operations—and what doesn’t.
Build a roadmap toward one global process, with local variation where law or meaningful market differences require it.
Our HRBPs should be focused on organization design, talent, leadership, performance and workforce strategy. One measure of success for this role will be how much operational work can be permanently removed from their plates.
What we hope you’ve done before
This role is for you if:
You’ve built or materially transformed People Operations in a complex, global company—not simply inherited a mature machine.
You’ve led significant HR technology (Wordkay) and process transformations end-to-end.
You have experience with and are energized by building and executing process maps, gathering requirements and working cross functionally to develop seamless workflows.
You understand operating across multiple countries, entities and employment models, including EORs and cross-border employment.
You can get into the details of an HRIS, integration, workflow or data problem while still seeing the bigger operating model.
You’re fluent in People data and excited about using automation and AI thoughtfully.
You build strong partnerships across the People Team, Finance, Legal, IT and the business.
You’ve led nimble and inspire followership, but you’re also willing to get hands-on.
You simplify.
What success looks like
Within the first 12–18 months:
One global operating model with clear ownership and thoughtful local variation.
A consistent employee experience across geographies.
A clear technology and HR process roadmap that minimizes manual work.
People data leaders trust and use to make decisions.
Repeatable global employment infrastructure rather than country-by-country reinvention.
HRBPS are spending more of their time on talent, leadership and organizational effectiveness.
Compensation Range: $220K - $290K
See All 215+ Human Resources Associate Jobs in New York
Find roles in New York that match your experience and apply in just a few clicks.
Find JobsHuman Resources Associate Jobs by City in New York
Where New York roles are concentrated, by current openings.
Human Resources Associate Job Market in New York
A snapshot from current New York openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Healthcare & Medical Services
- Banking & Financial Services
- Retail
- Education
- Law & Legal Services
What New York Employers Look For
The qualifications that appear most often in human resources associate jobs across New York.
- Bachelor's degree in human resources, business administration, or a closely related field
- Working knowledge of HRIS platforms such as Workday, ADP, or SAP SuccessFactors
- Familiarity with New York State and City employment law, including paid leave requirements
- PHR or aPHR certification from HRCI, or SHRM-CP credential, preferred or required
- Experience supporting full-cycle recruitment, onboarding, or benefits administration
- Strong written and verbal communication skills for employee-facing HR support
Human Resources Associate Jobs in New York: Frequently Asked Questions
How do you become a human resources associate in New York?
Most human resources associate roles in New York require a bachelor's degree in human resources, business, or a related field, though some employers accept an associate degree combined with relevant office experience. New York does not issue a state license for HR practitioners, so professional credentials from HRCI (aPHR or PHR) or SHRM (SHRM-CP) carry the most weight with hiring managers. Internships at New York-based firms or nonprofit organizations are a common first step into the field.
Which companies hire human resources associates in New York?
Companies currently hiring human resources associates in New York include Highgate, Target, and Success Academy Charter Schools, per current listings on Migrate Mate as of August 2026. New York's concentration of financial institutions, hospital systems, and large technology firms means ongoing demand for HR associates who understand complex, multi-site workforce environments.
Which New York cities have the most human resources associate jobs?
New York, Brooklyn, and Manhattan have the most human resources associate openings in New York. New York City dominates because of its density of corporate headquarters, major hospital systems, and large universities, while Albany draws openings from state government agencies and healthcare networks, and Buffalo's growing professional services and manufacturing sectors support a steady secondary market.
Are there remote human resources associate jobs in New York?
Yes, and they are more common than in many fields, since a significant portion of HR associate work, such as HRIS data entry, benefits coordination, and employee correspondence, can be done entirely from a home office. About 45% of human resources associate openings tied to New York are remote or hybrid as of August 2026. Roles focused on in-person onboarding or office-based employee relations tend to require at least a partial on-site presence.
How can I get hired as a human resources associate in New York with little or no experience?
The most realistic entry path is an HR coordinator or HR assistant role, which large New York employers like New York City Health + Hospitals, Northwell Health, and Citigroup use as structured entry points for early-career candidates. Completing an aPHR certification signals foundational knowledge even without years of experience. Lateral moves from administrative assistant, payroll clerk, or recruiting coordinator positions are also common at mid-size firms, and SHRM student chapters at New York universities often connect members directly to hiring managers.
Where can I find and apply to human resources associate jobs in New York?
You can find and apply to human resources associate jobs in New York on Migrate Mate, which lists current openings across New York City, Albany, Buffalo, and other markets in the state. Search the listings to find roles that fit your background and experience level, then apply directly to the ones that match.
See All 215+ Human Resources Associate Jobs in New York
Find roles in New York that match your experience and apply in just a few clicks.
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