HR Business Partner

This contingent HR Business Partner (HRBP) role provides temporary HR coverage during a leave, ensuring continuity of day-to-day HR support, leader advising, and employee lifecycle activities for assigned business groups. The CW HRBP will operate as an individual contributor, partnering directly with managers and employees while collaborating with HR Centers of Excellence (COEs) to execute established HR programs, processes, and policies. The focus is on steady-state HR execution and consultative support, rather than people management or ownership of long-term HR strategy. Key Responsibilities HR Business Partnership Serve as the primary HR point of contact for assigned managers and employees during the leave period. Provide practical, credible HR guidance aligned with business priorities, company policies, and standard HR practices. Partner with HR Centers of Excellence to resolve employee and people-related needs effectively and timely. Build strong relationships with business leaders, managers, and employees. Employee Relations & Performance Support Advise managers and employees on performance management, attendance issues, employee relations concerns, and employee movement. Support performance improvement plans, corrective actions, and involuntary separations in partnership with Employee Relations. Help managers navigate workplace concerns while ensuring consistency with HR policies and practices. Promote a respectful, inclusive, and values-based workplace environment. Talent & Workforce Activities Support employee lifecycle activities including hiring coordination, internal mobility, onboarding, transfers, and separation processes. Assist managers with talent review discussions and follow-up development actions. Partner with Talent Acquisition and other HR COEs to support recruiting and workforce requirements. Provide execution support for workforce activities rather than owning workforce strategy. Organizational Health & HR Insights Utilize existing HR dashboards, workforce data, and employee-sensing tools to identify trends related to engagement, retention, performance, and workforce health. Provide leaders and HR stakeholders with actionable insights and recommendations. Identify potential workforce risks and escalate issues appropriately. Maintain a visible, approachable, and responsive HR presence. HR Standards, Compliance & Execution Execute established HR programs, policies, and processes consistently throughout the employee lifecycle. Ensure HR decisions, documentation, and processes align with applicable employment laws, company policies, and HR guidelines. Maintain accurate employee documentation and clear handoffs to ensure continuity before and after the leave period. Protect confidential employee and company information. Required Skills & Experience Core Competencies Business Acumen: Ability to understand organizational priorities and apply appropriate HR solutions. Employee Relations: Experience advising on performance, conduct, attendance, and workplace concerns. Employment & Labor Law: Practical knowledge of employment laws and their application in the workplace. HR Programs & Policies: Strong understanding and consistent application of HR policies and processes. HR Data & Analytics: Ability to interpret HR data, dashboards, and workforce trends. Communication: Strong written and verbal communication skills with the ability to advise leaders confidently. Problem Solving: Strong judgment, critical thinking, and solutions-oriented approach. Confidentiality: Ability to handle sensitive employee and business information professionally. Required HR Experience Previous experience as an HR Business Partner, HR Generalist, or similar HR advisory role. Experience supporting managers and employees as an individual contributor. Experience working with HR Centers of Excellence (COEs) within a matrixed HR organization. Ability to quickly step into an established employee population with minimal ramp-up time. Demonstrated experience handling employee relations and performance-related matters. Preferred Qualifications Experience providing interim, contingent, or leave-coverage HR support. Strong judgment and discretion when handling sensitive employee matters. Experience supporting fast-paced, technical, engineering, manufacturing, or corporate organizations. Experience using HRIS systems, HR dashboards, and workforce analytics tools. Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field preferred. #J-18808-Ljbffr Cube Hub Inc.