Provide Support to HR Business Partner Team: This individual will be responsible for supporting the Senior HR Business Partners on a variety of matters including but not limited to: Delivering guidance to managers and employees on a range of topics such as HR policies and procedures, performance management, employee development, compensation, promotion, and work-life balance. Serve as the primary point of contact for employees and managers on any questions related to talent management. This includes having an understanding of employment law and navigating legal requirements related to management of employees in order to reduce legal risk.
Senior Leader and Dept Head Support: In partnership with the Senior HR Business Partners, regularly meet with department and team leaders to keep a pulse on needs and develop effective and efficient solutions as needed. Act as a trusted advisor to leaders, offering insights and recommendations to help them make informed decisions. Partner with leaders to understand their business needs and identify HR-related opportunities for improvement. Advise managers with a DEI lens, ensuring recommendations and actions are in line with inclusive behaviors.
Performance Management Programs and Employee Relations– Work closely with managers and department heads on all performance management needs, providing coaching support for managers around performance conversations, career development, and disciplinary actions, and administering tools and processes. Manage and resolve complete employee relations issues providing guidance and support to managers and employees. Conduct effective, thorough, and objective investigations and escalate issues of significance and working with legal counsel as needed. Facilitate the promotion process across the organization, working with teams on promotion approvals, compensation recommendations and manager communications.
Onboarding, Offboarding & General Administration- Facilitate 90 day check-ins for new hires, identifying and reporting any areas of concern to the relevant manager or senior leader. Conduct probation period check-ins when applicable, determining extension, pass, or fail status and escalating appropriately. Conduct exit interviews with departing employees. Analyze exit data and feedback to identify opportunities for improvement. Facilitate the involuntary offboarding process. When necessary, support the administration of employee data in the HRIS system. This includes, approving manager changes, having a strong understanding of reports generated by the HRIS system and any other ad hoc administrative tasks needed.
General HR Project/Initiative Support- Participate in special HR projects and initiatives across the talent and culture team. Assist with the development and implementation of HR projects and initiatives such as training and development, employee engagement and diversity and inclusion.
Requirements :
2 - 4 years of broad HR/People & Culture experience, with at least 2 years of business partner experience, ideally in a fast-moving, dynamic company.
Bachelor's degree in human resources, business administration, or a related field; HR certifications a plus.
Foundational knowledge of various HR functions with experience in organizational design, succession planning, performance enablement, employee engagement, coaching and development, talent management, conflict resolution, M&A, and employee relations.
Foundational experience/exposure to mediating difficult conversations, navigating complex organizations, and supporting cross-functional teams.
Proficient in analyzing data to generate data-driven recommendations aimed at enhancing performance, retention, and the overall employee experience.
Continuous learning mindset with regards to Diversity, Equity and Inclusion and the ability to coach and discuss DEI issues and feedback.
Excellent people skills and approachability, proactively accessible and responsive to employees and managers.
Proven experience working with confidential and sensitive employee data.