Full-Time

Sr Dir HR Business Partner

Altice USA

Altice USA

1,001-5,000 employees

Cable, fiber, and broadband provider

Compensation Overview

$161.2k - $230.3k/yr

Long Island City, Queens, NY, USA + 1 more

More locations: Plano, TX, USA

In Person

On-site in New York, New York and Plano, Texas.

Bachelor's, Master's, PhD

Category
People & HR (1)
Required Skills
Data Analysis

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Requirements
  • Bachelor's Degree in Human Resources, Business, or a related degree. Advanced degree preferred
  • 10+ years of progressive HR experience, including prior experience in an HR Business Partner role working with senior executives in a large, complex organization
  • Strong analytical skills with the ability to use and interpret data to both guide and validate decisions
  • Demonstrable knowledge and practical application of HR disciplines including employment and labor laws, employee relations, talent acquisition, management & leadership development, performance management, organization design and compensation philosophies
  • Results orientation with the ability to quickly identify problems and use initiative and sound judgment to drive solutions to complex people issues
  • Keen ability to quickly establish credibility and effective business partnerships with leaders and employees at all levels of the organization
  • Exceptional influencing skills coupled with a deep understanding of the business and talent within it
  • Demonstrated track record of good judgement and empathy
  • Ability to maintain an upbeat, positive environment that inspires a sense of urgency, constant innovation, teamwork, and strong commitment to individual and team accountability
Responsibilities
  • Develop a deep understanding of assigned business areas, including strategic objectives, long-term plans, and financial performance; translate knowledge of the business unit into a people strategy, ensuring employees with the right capabilities are in the right roles.
  • Drive key people initiatives within assigned client group, including: staffing/workforce planning, compensation strategies, talent reviews, succession planning, training and development, rewards & recognition, recruitment and retention, and organizational effectiveness.
  • Define how business strategy creates workforce needs and advise/determine how needs are met through workforce strategy decisions.
  • Partner with senior leaders to identify development needs and skill gaps for key individuals and/or roles within their organization; work with Talent team to address gaps and deliver learning and development solutions.
  • Advise leaders on effective job specification development and leveling for new roles within the organization; partner with Talent Acquisition on the interview and selection process with a focus on both attracting top talent and creating a positive candidate experience for potential hires.
  • Oversee and provide guidance on escalated, complex employee relations issues, partnering closely with Employee Relations COE and in-house employment counsel.
  • Proactively coach leaders on the interpretation of engagement survey feedback and strategic action planning to drive an enhanced employee experience and move the company culture forward.
  • Facilitate the effective rollout of recurring, enterprise-wide HR initiatives, including goal setting, year-end performance reviews, salary planning and administration, talent assessments and succession planning, and quarterly engagement surveys.
  • Partner with business leadership and corporate communications team on the development of effective internal messaging on key initiatives and changes.
  • Consistently act as a positive cultural change advocate, consultant, and business advisor to the leadership team.
  • Function as HR lead for assigned business area on M&A activities, including acquisitions, divestitures, and/or joint ventures; partner with cross-functional teams to ensure successful integration of acquired businesses.
Desired Qualifications
  • Advanced degree preferred

Altice USA provides broadband internet, digital television, VoIP phone services, and mobile plans under the Optimum brand to about 4.6 million residential and business customers across 21 states. Its core offering is high-speed internet delivered over a 100% fiber-optic network aimed at faster, more reliable speeds, with options for bundled or standalone services. Revenue comes from monthly subscription fees from customers. The company differentiates itself by committing to a fully fiber-optic network to boost speed and reliability and by offering a wide range of services—internet, TV, phone, and mobile—under one brand. Its goal is to connect homes and businesses with dependable communications and to grow its fiber network and customer base.

Company Size

1,001-5,000

Company Stage

IPO

Headquarters

Bethpage, Tennessee

Founded

2015

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Simplify Jobs

Simplify's Take

What believers are saying

  • Q1 2026 added 13,000 fiber customers, lifting total fiber customers to 729,000.
  • Optimum plans 175,000 new passings in 2025 and 150,000-175,000 in 2026.
  • Nexstar restored programming in January 2025, protecting Optimum TV subscriber retention after blackout damage.

What critics are saying

  • July 2026 News 12 layoffs gutted Connecticut, Bronx, Brooklyn, and Westchester newsrooms.
  • Altice financed Bronx and Brooklyn assets with a $1 billion loan in July 2025.
  • Optimum keeps losing carriage leverage; repeat retrans fights with broadcasters threaten churn and margin erosion.

What makes Altice USA unique

  • Optimum Fiber reached three million passings by July 2026, concentrated in the tri-state market.
  • Lightpath is building AI-grade fiber in Columbus, Pennsylvania, and New York metro corridors.
  • Adeia settlement in September 2025 cleared IP litigation and secured Optimum content-discovery rights.

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Benefits

Health Insurance

Dental Insurance

Vision Insurance

Paid Vacation

Paid Sick Leave

401(k) Retirement Plan

401(k) Company Match

Performance Bonus

Tuition Reimbursement

Company News

Intersect Public Solutions
Jul 16th, 2026
Major cuts at News 12.

Major cuts at News 12. July 16, 2026 Mark Sudol The New York Post and other outlets are reporting major cuts at News 12 in Connecticut, the Bronx, Brooklyn and Westchester. More than two dozen people have lost their jobs companywide; 11 were let go in Connecticut including long time anchors Mark Sudol and Becky Suran. Mark was also the dedicated moderator of the weekend interview program "Power and Politics." Becky Suran Insiders say Altice USA, the parent company of News 12, has decided to produce one regional newscast with short local cut-ins. Hyper-local newscasts will continue on Long Island and New Jersey, where the company says, the audience justifies the effort. Less than ten reporters and photographers will remain at News 12 Connecticut.

Fox Legal Training
Mar 23rd, 2026
When the music stops, read the fine print.

When the music stops, read the fine print. March 23, 2026 Something is shifting in the markets. Inflation expectations hit 5.2% last week in the US, the highest since March 2023. Three weeks ago the bond market was pricing in rate cuts. Now the probability of a Fed rate hike by year end (24.6%) is more than three times the probability of a cut (7.5%). Fed fund futures have pushed the next expected cut all the way out to October 2027. That shift is showing up in US credit. Only 26% of leveraged loans sit above par, down from roughly 65% earlier this year. Software names make up just 1% of that number. And Morningstar put out a statistic last week that deserves more attention: over the past 12 months, 16 of 17 US private credit rating downgrades to default or selective default were distressed exchanges. Not formal filings. Not orderly processes. Negotiated outcomes where the documentation determined who got paid and who didn't. That's the picture in America, but if you think Europe is insulated, think again. As I wrote in the Financial Times last week, the European market has seen a sharp rise in liability management exercises over the past two years: Altice France, Altice International, Ardagh, Victoria, Selecta, Hunkemöller. Borrowers are now going further than just using covenant flexibility. Altice USA filed a lawsuit against a group of major creditors including Apollo, Ares, and BlackRock, arguing that their cooperation agreement amounts to an illegal cartel. If that argument succeeds in a US court, expect European issuers to bring the same playbook across the Atlantic. If that doesn't work, there's always the coop blocker to fall back on - it's not cleared in Europe yet, but if history is anything to go by, borrowers and sponsors won't stop trying. This is the pattern on both sides of the pond. Borrowers restructure through liability management exercises, exchange offers, and consent solicitations. If something doesn't work, the finance team will draft around it in the next deal. Every one of those transactions turns on what the credit agreement actually says: subordination mechanics, basket capacity, intercreditor provisions. Meanwhile, AI continues to threaten disription. According to the restructuring newsletter Petition, a tweet went viral last week claiming AI can now draft legal contracts better than $800/hour lawyers. The restructuring community's reply went for the jugular: "ok now do the Kirkland & Ellis Superpriority Credit Agreement and Exit Consent to Existing First Lien Credit Agreement." Like all jokes there is a kernel of truth there - a template NDA and a live covenant negotiation in a distressed deal are different universes. And right now, credit professionals on both sides of the Atlantic are embroiled in the latter. AI cannot read these risks for you. Some liability management exercises are more marathon than sprint. Take The LYCRA Company - it filed Chapter 11 last week after seven years of serial restructuring transactions stacked on top of each other: acquisition debt, mezzanine enforcement, an IP drop-down, a failed sale, a change of control trust, and a plan with tiered penny warrants and distribution waterfalls. EBITDA down 67% in two years. Talk about kicking the can. The people who can read these documents are making the calls. Everyone else is relying on someone else's summary. On either side of the Atlantic, that's no longer a shortcut you can afford.