The Associate HR Business Partner (Associate HRBP) will work closely with HRBPs, HR leaders, and business leaders to support business initiatives and ensure effective execution of HR programs and processes. This role serves as a trusted partner to frontline leaders, helping drive consistent People practices, operational excellence, and leader readiness across assigned client groups.
Primary Responsibilities
The below represents the primary duties of the position; others may be assigned as needed. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Partner with HRBPs to support assigned client groups and execute People initiatives aligned to business priorities.
- Serve as primary point of contact for leads and managers, providing guidance on day-to-day
- People matters and HR policies and procedures.
- Build strong, proactive relationships with leads and managers to proactively identify needs, address concerns and provide solutions.
- Support HRBPs on project deliverables, including reporting, presentations, data analysis and leader-ready materials.
- Support HRBP and Talent Acquisition with offer process, including reviewing and approving offers, to ensure alignment with compensation guidelines and internal equity.
- Partner with People Analytics to generate HR reports related to headcount, turnover, and other key metrics; provide insights and recommendations to HRBPs and HR leadership.
- Process employee changes in HR system, acting as reviewer and approval to ensure accurate, compliant employee records.
- Collaborate with internal HR teams to respond to escalated HR inquiries (e.g. Helplocity tickets), ensuring timely, consistent responses aligned to business unit practices.
- Help drive HR programs, initiatives, and change management efforts down to the lead and manager level, ensuring effective execution.
- Partner with People Relations on less complex performance management matters, such as attendance-related issues.
- Identify and surface themes, trends, and potential risks based on leader interactions and People data, sharing insights with HR Business Partners and HR leadership.