Operations Analyst

This contingent role provides HR Business Partner 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 with managers and employees while collaborating with HR Centers of Excellence (COEs) to execute established HR programs, processes, and policies. The focus of this role is steady‑state execution and consultative support, not people management or HR strategy ownership. Key Responsibilities HR Business Partnership Serve as the primary HR point of contact for assigned managers and employees during the leave period. Provide credible, practical HR guidance aligned to business priorities, company policies, and standard HR practices. Act as a connector between the business and HR COEs to ensure timely and effective resolution of people‑related needs. Employee Relations & Performance Support Advise managers and employees on performance management, attendance issues, employee relations concerns, and corporate people movement. Support performance improvement actions, corrective actions, and involuntary exits in partnership with Employee Relations as needed. Promote a respectful, inclusive, and values‑based work environment. Talent & Workforce Activities Support talent lifecycle activities including hiring coordination, internal mobility, onboarding transitions, and separation processes. Assist managers in preparing for talent review discussions and support follow‑through on development actions. Partner with Talent Acquisition and other COEs to support recruiting and workforce needs (execution support only, not strategy ownership). Organizational Health & Insights Use existing HR data, dashboards, and sensing tools to identify trends related to engagement, retention, and workforce health. Surface insights and risks to leaders and HR stakeholders with clear recommendations for action. Encourage positive employee engagement by maintaining presence, approachability, and responsiveness. Standards & Execution Execute standards‑based HR programs and processes consistently across the employee lifecycle. Ensure documentation, processes, and decisions comply with employment laws, company policies, and HR guidelines. Maintain clear documentation and handoffs to support continuity before and after the leave period. Required Skills & Experience Core Skills Business Acumen – understands organizational priorities and applies HR solutions accordingly Employee Relations – experience supporting performance, conduct, and workplace concerns Employment & Labor Law Knowledge – applied at a practical, advisory level HR Programs & Policies – strong working knowledge and consistent application Data Analytics – ability to interpret HR data and use insights to inform guidance Communication & Problem Solving – clear, confident, and solutions‑oriented HR Experience Prior experience in an HR Business Partner or HR Generalist role Experience operating as an individual contributor supporting managers and employees Familiarity working with HR COEs in a matrixed HR model Comfort stepping into an existing employee population and operating quickly with minimal ramp time Preferred Qualifications: Experience providing interim or leave‑coverage HR support Strong judgment and comfort handling sensitive employee matters Experience supporting fast‑paced or technical organizations (preferred) #J-18808-Ljbffr