HR Business Partner (HRBP)

HR Business Partner

Pay Range: $68.50hr - $73.50hr

Requirement/Must Have:

• 3+ years of 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.

Responsibilities:

• 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.
• 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.
• 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).
• 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.
• 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.

Nice to Have:

• Experience providing interim or leave-coverage HR support.
• Strong judgment and comfort handling sensitive employee matters.
• Experience supporting fast-paced or technical organizations.

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.