People Partner

The People Partner is a versatile and resourceful HR professional who thrives in a fast paced, evolving environment. This role has a strong employee relations focus, while also navigating HR generalist support and driving culture and engagement initiatives across the organization. The People Partner provides timely, consistent, and professional HR guidance to managers and employees, enabling a positive, high performing workplace. This role requires someone who works autonomously and is able to adapt to changing priorities.

 

Primary Job Responsibilities:

• Provide day-to-day employee guidance to managers and employees to ensure consistent application of HR policies.

• Support implementation of HR programs and processes, taking initiative to address challenges independently.

• Maintain flexibility to adapt to changing priorities and evolving business needs.

• Drive employee engagement and recognition initiatives in partnership with leadership and the People team.

• Support cultural initiatives promoting a positive, inclusive, and professional work environment

• Act as a proactive partner in shaping and sustaining a high performance engaged workforce.

• Maintain accurate records and HR reporting, ensuring compliance with labor laws and company policies.

• Communicating effectively with leadership and peers to keep them informed of trends, risks, and key HR insights.

• Serve as the primary contact for field employee relations matters including sensitive or complex situations.

• As the HRBP for assigned field locations, conduct investigations, coach managers on employee relations issues including performance management, conflict resolution, and corrective action.

• Handle high pressure situations with professionalism, providing practical, timely solutions and escalating high risk issues to Director, People as needed.

• Lead the onboarding process for HQ employees, ensuring a structured, professional and welcoming experience

• Partner with hiring managers to ensure seamless new hire integration and clarity of expectations

• Oversee offboarding processes, including exit interviews and coordination of final employment steps.

• Identify opportunities to improve the employee lifecycle experience from entry through exit.

• Maintain an active and visible HR presence within the office

• Serve as a readily accessible resource for employee questions and support

• Support engagement initiatives and reinforce company culture and standards

• Promote a professional, inclusive, and accountable work environment 

• Partner with leadership to proactively identify and mitigate employee relations risks such as workplace concerns, and provide practical compliant resolutions.