HR Business Partner (Contract) 4-6 months

HR Business Partner (Contractor for 4-6 months)

Business Need

This temporary role is required to backfill capacity due to an HR Business Partner going out on leave, creating a short-term coverage gap within the HRBP team. The role is designed to ensure continuity and timely execution during this period, while preserving HRBP availability for higher-value, strategic engagement.

Role Overview

This role provides operational, programmatic, and coordination support to the HR Business Partner (HRBP) team across reporting, coaching programs, talent progression (ATP), performance management year end cycle, HR operations, and special initiatives.

The position functions as a direct extension of the HRBP team, supporting execution, coordination, and follow-through to help accelerate delivery and reduce operational load. The role requires strong organizational skills, discretion, and the ability to partner effectively across seniority levels.

This is a temporary assignment of up to six months. The individual will work closely under HRBP direction, operating within established frameworks and escalation paths. The role does not carry independent decision-making authority; judgment-based decisions are escalated to HRBPs.

What You’ll Get to Do

Reporting

• Support monthly HR reporting activities.




• Pulling HDCTs for each domain/capability, audit for accuracy on coaching alignments


• Upload weekly headcount reports to the HRBP site.


• Prepare bench reports for bi-weekly meetings with resourcing

Coaching Programs

• Provide ongoing coaching alignment support for unassigned employees (“orphans”).


• Coordinate with Coaching Champions to identify new coaches and process alignments following promotions.


• Review to ensure that coaching alignments submitted are reflected in systems


• Monitor and follow up to ensure all new hires are assigned a coach within their first week and accurately reflected in HR systems.


• Update coaching alignments following promotions.

ATP Support

• Coordinate and align promoted AOs to COs within appropriate domains or solutions.


• Conduct HRBP sessions during new-hire induction for ATP classes


• Assist HRBPs with general AO inquiries, escalating where guidance or decisions are required.


• Support AOs requiring assistance with project mobility and close tickets as needed


• Support AOs requesting any type of leave, including intake coordination and follow-up.

New Hire Induction & Communications

• Maintain and update HRBP new-hire induction decks.


• Conduct new-hire induction sessions, rotating with HRBPs.


• Draft presentation materials to support monthly Domain and Solution All-Hands as needed.

Roundtables & Performance Cycles

• Take detailed notes during assigned roundtables and track action items.


• Follow up with action owners to ensure completion and maintain status tracking.


• Assist HRBPs with reports, worksheets, and materials needed for roundtable preparation.


• Communicate promotion presentation guidelines to candidates and coordinate logistics (Banking and Technology focus).


• Collaborate with the Performance team to ensure roundtable guidelines are prepared and distributed.


• Collect initial information for commercial inquiries and review with HRBP and Performance teams. Track and document scenarios raised for future reference.


• Coordinate logistics and schedule HRBP Information Sessions (post–February 27).


• Partner with Performance to ensure presentation decks remain current with performance management guidelines.


• Coordinate logistics and schedule account review information sessions for PMs conducted by HRBPs


• Track owners and action items from Account Reviews and follow through to completion.


• Follow up with Account Review Champions to ensure timely worksheet submission and proper filing.

HR Operations

• Take and distribute meeting minutes for weekly HR Ops calls, tracking follow-ups ahead of subsequent meetings.


• Coordinate resolution of HR OPS discrepancies, escalating issues as needed and supporting remediation.

Special Projects

• Assist with talent development research and creation of supporting materials.


• Assist with assessing current onboarding program including auditing onboarding experience, attend new hire inductions sessions and weekly new hire calls


• Develop and refine presentation decks tailored to specific audiences and objectives.


• Support additional HR initiatives and ad hoc projects as needed to accelerate HRBP priorities.

Core Competencies

HRBP Enablement & Facilitation

• Executes work on behalf of HRBPs rather than independently.


• Applies guidance consistently and seeks direction when needed.

Operational Excellence

• Demonstrates strong attention to detail, tracking, and follow-through.


• Manages multiple workstreams with accuracy and discipline.

Stakeholder Collaboration

• Partners effectively with HRBPs, Performance, and Operations teams.


• Communicates professionally across all seniority levels.

Judgment & Escalation

• Understands decision boundaries and escalates appropriately.


• Proactively flags risks, gaps, and dependencies.

Communication & Documentation

• Produces clear, concise decks, summaries, and trackers.


• Documents actions and outcomes to ensure alignment and continuity.

Adaptability

• Comfortable supporting evolving priorities and special projects.


• Learns quickly and incorporates feedback.

What You’ll Bring with You:

• Advanced PowerPoint skills


• Intermediate Excel proficiency


• Strong written and verbal communication skills including presenting to groups


• High degree of professional judgment, tact, and discretion


• Ability to engage effectively from partner level to employee level


• Strong collaboration and relationship-building capabilities


• 3+ years of HR Business Partner (HRBP) experience (preferred for immediate effectiveness)

US Pay Range - $55-$60/hr