This role is for an HR Business Partner who will partner directly with managers and team members to ensure critical people processes run with consistency and integrity. It sits at the intersection of manager coaching, employee relations, and process ownership, with a focus on gradually deepening into full HR Business Partner scope over time. The organization operates with values centered on relationships and growth, and the role is expected to help balance business performance, mission impact, and team experience through how people systems are designed and applied.
You will support managers in performance conversations, feedback, and team dynamics, including coaching through underperformance, development planning, and team effectiveness. You will serve as a first point of contact for employee concerns and sensitive situations, help resolve conflicts early, and maintain clear documentation. You will also advise managers on applying company expectations into actionable guidance and support preparation for performance calibration to ensure alignment in how performance is assessed.
Key responsibilities include driving performance and engagement systems by executing performance review cycles, tracking progress, maintaining calibration documentation, and surfacing inconsistencies or risks to leaders. You will manage engagement survey logistics and ensure follow-through on action plans so employee feedback leads to visible change. As a consultative partner for leaves, accommodations, and policy-related guidance, you will provide clear expectations and decision support, partner with HR Operations on benefits and payroll impacts and documentation processing, and escalate complex or high-risk cases in collaboration with the Head of People.