ASSOCIATE HR BUSINESS PARTNER JOB DESCRIPTION

Most HR generalists can run a process. Fewer can read an organization's talent signals - turnover trends, ESAT scores, headcount pressure - and translate them into action before a manager feels the gap. That gap is exactly what the Associate HR Business Partner fills, serving as the operational and advisory anchor for one or more business units within a multi-division corporate structure. The role spans employee relations, performance management cycles, and workforce planning, and it answers to both line managers seeking daily guidance and senior HRBPs setting broader talent strategy.

As the Associate HR Business Partner, you will deliver generalist HR advisory and program execution across assigned business units, owning employee relations cases, supporting talent review cycles, and ensuring compliance with federal employment statutes including FLSA, FMLA, and ADA. You sit within the broader HR Business Partner team, collaborating with Centers of Excellence in Compensation, Talent Acquisition, and Learning and Organizational Development to translate workforce strategy into manager-level action.

Career Impact: Hands-on ownership of employee relations cases, succession planning inputs, and merit cycle execution gives you the cross-functional HRBP portfolio most generalists take years to build.

Business Impact: When managers receive timely, legally grounded guidance on performance issues and compensation decisions, the organization avoids costly missteps and retains talent that drives revenue.

Growth Opportunity: The Associate HRBP seat is a recognized stepping stone to a full HR Business Partner role, with scope to expand from a single business unit to multi-division coverage as analytical and advisory skills deepen.

• Advise managers and employees on employee relations matters including performance issues, disciplinary actions, and complaint resolution in compliance with federal and state statutes.
• Support talent management processes including performance calibrations, talent reviews, succession planning, and individual development planning across assigned business units.
• Partner with senior HRBPs and Centers of Excellence to execute compensation recommendations, merit increase cycles, and workforce restructuring plans.
• Analyze workforce data including turnover rates and engagement scores to identify trends and prepare reporting materials for HR leadership and business clients.
• Coordinate new hire onboarding and offboarding processes including documentation, orientation logistics, exit interviews, and HRIS data administration.
• Drive employee engagement initiatives and change management programs in alignment with organizational priorities and People strategy.
• Maintain accurate HR records and ensure data integrity across HRIS transactions including promotions, leave administration, and role changes.

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field, or equivalent work experience.
• 2 or more years of HR generalist or HR Business Partner experience, with demonstrated exposure to employee relations and performance management.
• Working knowledge of federal employment law including FLSA, FMLA, ADA, and LMRA, and ability to apply regulations to day-to-day casework.
• Proven ability to analyze HR data, identify workforce trends, and present findings clearly to manager-level and senior stakeholders.
• Strong written and verbal communication skills, with experience advising employees and managers across organizational levels.
• Demonstrated ability to manage multiple concurrent priorities, meet deadlines, and maintain confidentiality of sensitive employee information.
• Experience supporting talent programs such as merit cycles, succession planning inputs, or engagement survey action planning.

• SHRM-CP, PHR, or equivalent HR certification, or active progress toward certification.
• Experience working within a multi-division organization that uses HR Centers of Excellence or a shared services model.
• Familiarity with HRIS platforms and applicant tracking systems in a corporate environment, used for transaction processing and reporting.
• Prior exposure to change management methodology or formal project management in an HR program context.

• Employee relations case closure rate, measuring timely resolution of complaints and disciplinary matters within SLA.
• HRIS data accuracy rate, reflecting completeness and correctness of transactions processed by this role.
• Manager satisfaction score on HR advisory interactions, tracked through pulse surveys or post-interaction feedback.
• Time-to-complete on talent cycle deliverables such as calibration prep, merit submissions, and succession planning inputs.
• Voluntary turnover rate within supported business units, as a lagging indicator of engagement and relations quality.
• Typical tools: HRIS platforms (commonly Workday or SAP SuccessFactors); ATS platforms (commonly Greenhouse or iCIMS).

• Base Salary Range: $65,000 to $90,000 annually, depending on experience and location.
• Bonus: Discretionary annual bonus, typically 5 to 10 percent of base salary.
• Equity: Not typical at this level; offered selectively at high-growth or pre-IPO employers.
• Health Benefits: Medical, dental, and vision coverage; employer contribution varies by company size.
• PTO: 15 to 20 days annually plus standard federal holidays; some employers offer unlimited PTO.
• Common Perks: 401(k) with employer match, professional development budget, hybrid work flexibility, employee assistance program.

Figures are estimates based on general US market benchmarks and may be outdated. Adjust based on location, company size, and seniority level.

Reasonable accommodations are available to applicants and employees with disabilities throughout the hiring process and employment; requests may be submitted to the HR department at any time. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by applicable federal, state, or local law. Offers of employment are contingent on successful completion of a background check. Candidates must be authorized to work in the United States.

The Associate HR Business Partner owns the full spectrum of employee support for a People team at a scaling company, serving as the key resource for employment issues, benefits, leaves, and company policies while administering leaves of absence and initiating disability accommodation processes. Working alongside recruiters, the Benefits Manager, and an immigration associate, this role enables regulatory compliance and a quality candidate and employee experience across the organization.

Key Responsibilities

• Be a key resource for employees, providing support and direction about employment issues, benefits, leaves, and company policies.
• Serve as first point of contact for employee inquiries, handling initial intake and directing people to appropriate parties for fast and effective resolution.
• Support and partner with recruiters to provide a quality experience to candidates throughout the recruitment process.
• Help employees to fully understand their benefits, and provide support to the Benefits Manager throughout compliance and reporting.
• Administer leaves of absence, counseling employees about their leave options and guiding managers through employee leaves; initiate the interactive process for employees requesting disability accommodations.
• Keep apprised of federal, state and local employment laws and regulations to ensure company compliance; formulate recommendations for FLSA compliance; partner with an immigration associate for smooth processing of employee visa applications.
• Provide day-to-day mentorship and coaching to develop leaders at all levels throughout the organization.
• Support the launch and ongoing delivery of performance management programs.
• Facilitate the off-boarding process and conduct exit interviews.

Required Qualifications

• Bachelor's degree in Business, Human Resources, Psychology, Sociology, Communications, or related field; Master's degree in Human Resources preferred.
• 5+ years of HR experience at a tech start-up or rapidly scaling company, with some consultative business partnering experience.
• Experience with core HR domains including performance management, organizational design, talent management, compensation, employee relations, and compliance.
• Highly experienced with Google Suite and MS Office Suite; familiarity with HR systems such as Workday and Greenhouse.
• Able to maintain strict confidentiality with employee information.
• Excellent written and verbal communication skills with an emphasis on customer service.
• Track record of establishing effective working relationships and comfort working with remote teams.
• Interest and experience working in a collaborative and fast-paced environment.

Benefits: Comprehensive health coverage, competitive salary, 401(k) match, daily catered lunches, endless refreshments, basketball court, fitness classes, social events, and a modern work environment.

Reporting to the Manager HR Business Partnering, the Associate HR BP shapes HR consulting and advisory delivery across Divisions and Departments, providing ongoing advice on policies, staffing plans, and change management while facilitating workplace conflict resolution. Partnering with Workforce Planning and Analytics functions, this role improves business performance by ensuring timely, best-practice HR solutions are implemented across the organization.

Primary Duties

• Provide effective HR consulting and advisory services, bringing in additional expertise from within and outside HR as needed.
• Advise and counsel managers and staff members on HR matters.
• Understand the strategic business plans, issues, and challenges of business areas and ensure timely HR solutions are implemented.
• Facilitate excellence in HR management by providing ongoing advice to managers and staff on policies, practices, and best professional standards.
• Support and advise on development and implementation of effective staffing plans using HR analytics in partnership with Workforce Planning and Analytics functions.
• Support implementation of change and facilitate agility in Divisions and Departments using organizational development, change management, and team-building techniques.
• Coach and guide managers in people management practices and advise staff on professional development and career management.
• Provide informal mediation and facilitate timely resolution of workplace conflicts, ensuring impartiality and a non-biased approach.
• Communicate, enforce, and ensure compliance with HR policies and procedures; prepare for diverse situations to quickly respond to employee and manager needs.
• Support the Manager HR Business Partnering with coordination of HRBP meetings, SharePoint/MS Teams management, and continuous improvement logs.

Skills & Qualifications

• Bachelor's or Master's degree in Human Resources Management, Organizational Development, Finance, Business Administration, Public Sector Administration, or related field, or equivalent combination of education and experience.
• Relevant and progressive HR Business Partner experience.
• Demonstrated mastery of human resources, organizational development, and change management theories, methods, and best practices.
• Demonstrated experience in HR processes such as performance and talent management, rewards, and employee relations.
• Project and change management experience; proven consulting and process facilitation skills; strong planning capabilities.
• Proven ability to work effectively with stakeholders and track record of applying HR skills to improve business performance.
• Strong teamwork skills working across organizational divisions and departments in a collaborative manner.
• Excellent knowledge of English; working knowledge of French, Arabic, Chinese, Russian, or Spanish preferred.

Sitting at the intersection of talent strategy and employee engagement, the Associate HR Business Partner partners with the HRBP team and HR Centers of Excellence to deliver HR projects, analyze workforce trends, and create executive reporting materials for leadership. Operating across Compensation, Operations, Learning and Organizational Development, and Diversity, Equity and Inclusion, this role enables informed talent decisions and consistent day-to-day HR support for clients across the organization.

Duties

• Partner with the HRBP team to deliver HR projects, programs, and initiatives including talent strategy development and execution.
• Partner with HR Centers of Excellence including Compensation, Operations, Learning and Organizational Development, and Diversity, Equity and Inclusion to support clients.
• Analyze key talent metrics and data to identify workforce trends and create executive reporting materials for leadership.
• Support talent management initiatives including talent assessments, individual development planning, and training programs.
• Support change management programs and initiatives; perform analysis to address relevant business needs.
• Provide support to clients on employee relations and other related issues in conjunction with senior HR Business Partners.
• Assist in the development and implementation of employee engagement initiatives.
• Serve as the point person for day-to-day HR inquiries including position management, leave and accommodations administration, and ad-hoc data inquiries.

Requirements

• Bachelor's degree required.
• 2–3 years of experience working in Human Resources or consulting.
• Highly proficient with MS Excel, Word, PowerPoint, and related tools.
• Excellent oral and written communication skills and strong analytical skills.
• Ability to work effectively within a team, span organizational boundaries, and work on multiple projects simultaneously.
• Detail-oriented with a strong sense of ownership, ability to prioritize, and capacity to work independently and take initiative.

Embedded within the People team supporting the Owned Television segment of DMED, the Associate HR Business Partner delivers HR programs and solutions aligned to both short-term and long-term business goals, including talent processes such as performance calibrations, succession planning, and leadership development. Working closely with HR specialty groups, Employee Relations, and fellow HR Business Partners, this role enables improved work relationships, morale, productivity, and retention across the client group.

Core Functions

• Assist with key talent processes including performance calibrations, talent review, succession planning, leadership development, and talent assessment.
• Provide day-to-day performance management guidance.
• Implement and administer HR policies and procedures through various employee communications.
• Run and utilize reports and talent dashboards that measure talent efforts and provide predictive analytics.
• Support SAP and Workday corrections and HRIS changes.
• Handle employee off-boarding and recruitment efforts.
• Work closely with the BP team, managers, and employees to improve work relationships, build morale, and increase productivity and retention.
• Participate in special projects and handle correspondence with clients including high-level executives.

Qualifications & Experience

• Bachelor's degree from an accredited college in Human Resources, Business Administration, or related field; MBA or Master's in Human Resources preferred.
• SHRM certification or other HR industry equivalent preferred.
• At least 3 years of overall HR experience, with a minimum of 2+ years as an HR generalist in progressively responsible roles.
• Experience across a variety of HR facets including organizational development, employee relations, talent acquisition, learning and development, and compensation.
• Experience directly supporting clients; project management and change management experience preferred.
• SAP and Workday experience.
• Basic knowledge and application of federal and state employment laws.
• Proven ability to interact effectively with all organizational levels in a multicultural environment and build strong, trusted relationships.
• Excellent consulting, conflict management, interpersonal, and communication skills, both written and verbal.
• Strong analytical skills with the ability to interpret data, identify trends, and recommend solutions; ability to manage multiple conflicting priorities and function independently.

A key member of the newly-formed People Operations team, the Associate HR Business Partner delivers generalist support across the full employee journey from onboarding through offboarding, including payroll, compliance, cyclical people activities, and HRIS maintenance. Collaborating across Founders, People Managers, and the Talent Acquisition Manager, this role advances the organisation's mission of improving education by building a high-engagement, high-performance culture.

Functions

• Deliver key People Operations activities across the full employee journey including onboarding, payroll, employee operations, and compliance.
• Coach and support People Managers through their people-related needs to drive a culture of high engagement and performance.
• Proactively identify opportunities to enhance the employee experience by implementing continuous improvement initiatives to improve policies, processes, and resources.
• Facilitate cyclical people activities such as employee engagement surveys, salary review, and performance management processes.
• Provide advice on employee relations, modern awards, and legal requirements to ensure regulatory compliance.
• Build credibility and trust by resolving employee concerns with compassion and clarity.
• Use data to develop people-related insights for Founders and People Managers.
• Maintain HRIS systems and Edroller information with accuracy and contribute to delivering the People Operations strategic plan.

Experience & Qualifications

• 3–5 years of experience working in a People function, ideally in a high-growth startup environment.
• Familiar with awards, legislation, policies, and procedures relevant to growing organisations.
• Strong stakeholder management, coaching, planning, prioritisation, and organisational skills.
• Self-starter with the ability to work independently, take initiative, and embrace a growth mindset.
• Flexible working hours.

Consistent employee relations management and full-cycle hiring support depend on the Associate HR Business Partner, who coaches supervisors and managers on performance issues, disciplinary actions, and policy compliance while ensuring adherence to federal and state statutes including FLSA, LMRA, FMLA, and ADA. Based within the HR function and partnering with talent acquisition and compensation teams, this role enables timely resolution of employee concerns and sound compensation decisions across the organization.

Accountabilities

• Coach supervisors and managers on employee performance issues, disciplinary actions, terminations, employee conflicts, and policy violations.
• Investigate employee issues and complaints and make recommendations to management to ensure timely and appropriate actions are taken.
• Prepare responses and statements related to employee complaints.
• Interpret and apply programs, policies, and procedures; ensure compliance with federal and state statutes including FLSA, LMRA, FMLA, and ADA; consult with HR Leadership and Legal as needed.
• Help prepare and guide hiring managers through the hiring process including requisitions, postings, and onboarding; partner with talent acquisition to ensure timely sourcing and filling of job openings.
• Conduct new hire orientation including coordinating first-day logistics, overseeing new hire paperwork, and coordinating with the Shared Services Center.
• Assist managers with the annual merit increase process, mid-year promotional cycle, ad hoc compensation requests, and job description development in partnership with compensation.
• Recommend and implement HR process and policy changes; communicate changes to managers and employees.
• Maintain highly confidential employee information and assist with other employee-related work, projects, and events as needed.

Technical Qualifications

• BS/BA in Human Resources, Business, Management, or Organizational Development.
• 4+ years of experience in Human Resources or a related field.
• Prior experience using HRIS and ATS; Greenhouse preferred.
• Strong knowledge of Microsoft Word, Excel, and PowerPoint.
• Strong consultative, interpersonal, leadership, and communication skills.
• Collaborative with strong relationship-building and influencing skills.
• Demonstrated ability to multitask, manage multiple priorities, and meet deadlines.
• Detail-oriented, proactive, solutions-oriented, and able to partner effectively with others.

As the Associate HR Business Partner, this role leads the co-creation of HR strategy with business leaders, covering organizational design, workforce planning, talent identification, and ESAT analysis while investigating sensitive people management cases and facilitating team coaching sessions. The Department relies on this work to build leadership pipelines, mitigate people-related risks, and implement HR solutions and policies that directly support business growth and team effectiveness.

Activities

• Identify business challenges and opportunities within the Department and co-create HR strategy with business leaders.
• Provide input on organizational design and analyze HR data including ESAT, turnover, and people costs.
• Analyze external and internal trends and benchmarks in partnership with HR group to develop optimal solutions.
• Consult business leaders on improving the people management environment and ensure smooth implementation of new HR solutions, programs, and policies through cross-functional cooperation.
• Deliver HR strategy and guide leaders through HR services and processes including mobility, compensation and benefits, and performance management.
• Co-create leadership workforce plans and pipelines; identify and build key talent segments.
• Coach business leaders on team composition, development, compensation management, and the development and communication of business goals, OKRs, and development plans.
• Identify, select, hire, and onboard key talents together with line management; detect training needs and monitor developmental processes.
• Evaluate and mitigate risks in people management areas; investigate sensitive cases and act as a third party in conflict resolution.
• Facilitate team coaching sessions and conduct ESAT result analysis and action planning.

Position Requirements

• Master's degree or equivalent experience in HR Management, Management, Psychology, Sociology, or related field.
• Coaching, consultancy, or facilitation professional program certification; HR management professional program preferred.
• Knowledge of organizational operations, organizational design, multiple HR disciplines including compensation, employee relations, diversity and inclusion, performance management, and employment law.
• Knowledge of HR data sources, methods of analysis, group dynamics, personality traits, and global and cultural differences.
• Awareness of political, economic, social, technological, legal, and environmental trends; IT business specifics preferred.
• Strong self-awareness, learning agility, emotional intelligence, and active listening skills.
• Non-violent written and verbal communication at intermediate-strong English level.

Associate HR Business Partner builds strong client relationships and delivers talent practices for the ETF and Index Investments function at BlackRock, serving as principal support to HR Business Partners in executing the firm-wide talent agenda across organizational design, employee relations, culture, and leadership development. The work directly supports HRBPs and people managers by providing analytics, client-ready reporting, and generalist advisory services including transfers, terminations, and performance management.

Key Deliverables

• Partner with the EII HRBP team to project manage and execute talent practices and key initiatives, including advising clients, creating client-ready materials and reports, providing analytics, and ensuring accurate data in Workday.
• Provide exemplary client service by anticipating and delivering solutions for the needs of HRBPs and clients throughout HR processes.
• Lead HR initiatives and deliverables with an eye toward consistency, scale, efficiency, and quality.
• Create reports, analyze and present relevant metrics and insights to drive decision making.
• Serve as point of contact to people managers for talent issue problem solving and generalist support including transfers, terminations, location changes, and performance management.
• Be a subject matter expert on BlackRock HR's tools, processes, and team interdependencies across Talent Acquisition, Talent Management, Diversity and Inclusion, Compensation, Mobility, Legal, and Finance.

Knowledge Skills & Abilities

• 3+ years of experience in HR, consulting, or similar roles in a global firm, working in a high-paced environment.
• Experience with Workday.
• Demonstrated ability to use HR reporting and analytics to generate insights and tailor findings to different audiences.
• Strong analytical and project management skills with high attention to detail.
• Strong communication skills with the ability to influence and articulate issues to different audiences.
• Demonstrated experience building strong, trusted relationships and networks across multiple geographies.
• Fast, curious learner who is adaptable, proactive, and able to drive a team to hit deadlines.
• Highly motivated with excellent interpersonal and partnership skills; expertise in building consensus with cross-functional partners.

The Associate HR Business Partner owns the talent agenda for the Commercial and Education teams, reporting to the HR Director for the Division and serving as the first point of contact for all HR-related queries while leading first-line employee relations cases and end-to-end change management. Working alongside line managers and the broader HR team, this role unlocks talent potential and enables business strategy through data-driven resourcing plans, diversity-balanced hiring, and headcount budget management.

Areas of Ownership

• Drive the talent agenda through dynamic career conversations, succession planning, and support for promotions and offers in alignment with managers.
• Support business in talent acquisition, ensuring diversity balance and a pipeline for future talent.
• Identify strategic resourcing requirements including current and projected skill and capability gaps to develop and execute strategic resourcing plans.
• Help drive the People agenda by supporting the HR team with key projects including Career Transparency, digital transformation, and Diversity and Inclusion.
• Pro-actively lead and manage all first-line employee relations cases, ensuring managers receive practical advice in line with current legislation.
• Lead and manage end-to-end change and provide both tactical and strategic support to management.
• Leverage data analytics to drive HR and business strategy around retention, productivity, and talent management.
• Support the HRD to effectively manage headcount and salary mass elements of the Divisional budget.

Professional Experience

• Excellent communication and influencing skills with experience building relationships across an organisation.
• Strong stakeholder management experience with the ability to influence at all levels.
• Experience managing change through rapid growth.
• Strong analytical and problem-solving skills with the ability to analyse data, draw accurate conclusions, and communicate key messages succinctly.
• Solutions-oriented mindset with the ability to work accurately at pace and cope with ambiguity.
• Strong planning and organisational skills with the ability to re-prioritise and meet deadlines; risk aware with contingency planning ability.

Reporting to the HRBP team, the Associate HR Business Partner shapes the accuracy and accessibility of HR process information by executing business process transactions, generating reporting and data analysis, and triaging employee inquiries to the appropriate HRBP or COE. Partnering closely with centers of excellence, this role enables data integrity across the employee lifecycle and supports key initiatives including performance management, merit reviews, and succession planning.

Job Functions

• Investigate and prepare responses to front-line employee inquiries in partnership with the HRBP team, soliciting information from centers of excellence as required.
• Ensure data integrity through all transactional support and system work; facilitate employee changes in HRIS related to promotions, department reorganizations, and non-disability-related LOAs.
• Prepare and coordinate employee documentation including letters, notifications, communications, job descriptions, and HRIS data administration.
• Coordinate the voluntary employee departure process, conduct exit interviews, and provide summary reports to appropriate parties.
• Support HRBPs with employee investigations and other employee relations activities, including system entry as necessary.
• Maintain HR records and communications including shared drives updates, ad hoc reporting, and monthly metrics.
• Partner with the HRBP team to support HR initiatives including annual goal setting, performance management, merit/market increase review, talent review prep, and succession planning.

Background & Experience

• Bachelor's degree in Human Resources or a related discipline, or at least one year of HR experience.
• 1–3 years of work experience preferred; 1 year minimum.
• Previous project management experience.
• Working knowledge of MS Office including Word, Excel, PowerPoint, and Outlook.
• Excellent written and verbal communication skills; ability to work efficiently, meet deadlines, and handle multiple tasks with strong attention to detail.

Sitting at the intersection of centralized HR transactions and HR Center of Excellence program support, the Associate HR Business Partner provides direct support to team members, managers, and HR across employee relations, investigations, New Hire Orientation, and HR policy implementation. Operating across Labour Relations, Recruitment, and Transition Services, this role enables compliant, professional HR service delivery and continuous improvement in people practices across the organization.

What You'll Do

• Partner with the leadership team to communicate HR policies, procedures, employment laws, standards, and government regulations.
• Support business leaders and team members in solving business problems; assist in training and development for leaders and aspiring leaders.
• Conduct exit interviews, analyze data, and make recommendations for corrective action and continuous improvement.
• Conduct thorough investigations of inappropriate conduct, harassment, and discrimination claims.
• Prepare new hire, termination, and employee-related documents; administer, track, and maintain human resource databases including employee referrals, exit interviews, and recognition programs.
• Respond to employee relations issues including complaints, harassment and discrimination allegations; counsel employees on work-related matters and handle employee separations.
• Review and approve corrective counseling; facilitate HR policy training including new hire orientation.

Minimum Qualifications

• Bachelor's degree from an accredited university or college.
• Relevant HR certifications preferred.
• 2+ years of professional administrative experience and 3+ years of Human Resources experience.
• Proficient in Human Resources principles with the ability to use critical thinking, analyze data, and make informed decisions.
• Exceptional communication, interpersonal, and organizational skills with a high level of professionalism and confidentiality.
• Flexible schedule availability.

A key member of the HR team, the Associate HR Business Partner leads the implementation of HR projects aligned to company strategy, supporting salary banding, performance management, change management, and vacancy approval while monitoring employee absences and liaising with occupational health advisors. Collaborating with partners, managers, and senior management, this role ensures compliance with company policies and employment law across a commercially focused organization.

Day-to-Day Responsibilities

• Drive and implement HR projects in line with the company's strategy.
• Offer full support to the team in relation to building processes, HR platforms, salary banding, strategic planning, initiative implementation, performance management, and project and change management.
• Assist in managing change through close work with leaders to restructure and evaluate roles.
• Liaise with partners and managers to advise on people issues and ensure monitoring through HR data analysis.
• Assist in ensuring compliance with company policies and fairness in relation to salaries and bonuses.
• Monitor employee absences in conjunction with managers and senior management; liaise with occupational health advisors when required.
• Assist in the management of vacancy approval through acknowledgement of budgets, procedures, and onboarding.

Required Qualifications

• CIPD Level 5 or HR degree level required.
• Strong advisory skills and knowledge of Employment Law; preferable experience in a commercial setting.
• Strong interpersonal, organisational, and critical thinking skills; adaptable to changing demands.
• Ability to identify, analyse, and address a variety of issues in a high-intensity environment; ability to gather data, compile information, and prepare reports.
• Self-motivated with the ability to communicate at all levels, perform complex tasks, and prioritise multiple projects.
• Doer mentality with drive, passion, and a roll-up-the-sleeve attitude; willingness to embrace complexity and ambiguity.
• Exceptional interpersonal skills and the ability to interact and work effectively with others.

Embedded within a diverse international HR team, the Associate HR Business Partner develops the people agenda by translating business priorities into high-quality HR practices covering talent acquisition, talent development, performance management, and employee relations. Working closely with site, HR, and business leaders across multiple geographies, this role delivers measurable improvements in performance, retention, and employee engagement for a scaling global organization.

Role Responsibilities

• Partner with the business to ensure a deep understanding of business strategy and implement high-quality HR practices supporting business priorities.
• Coach and advise business leadership using data-driven recommendations that improve performance, retention, and the overall employee experience.
• Partner with different HR teams to drive outcomes including talent acquisition, talent development, performance management, and employee relations.
• Build partnerships with site, HR, and business leaders to guide site activities, shape culture, and drive employee engagement.
• Manage employee disciplinary issues and provide advice to business leaders on case management.
• Lead different types of projects including HC planning, engagement, and performance, and support the annual HR agenda throughout the employee lifecycle.
• Manage internal recruitment efforts when necessary; cover talent management, organizational effectiveness, workforce planning, and employee engagement with relevant HR stakeholders.

Education & Experience

• Bachelor's degree or above preferred.
• 5+ years of HR experience; 2–3 years of HRBP experience strongly preferred.
• Experience working with multi-cultural teams in a scaling global organization.
• In-depth understanding of all HR modules including talent development, performance management, project management, change management, and cultural transformation.
• In-depth knowledge of local compliance and labour laws.
• Highly organized, self-driven, motivated, creative, and possessing a growth mindset.
• Ability to multi-task and work through complexities in an ever-changing, high-growth business environment.
• Excellent communication skills with the ability to influence at all levels.

Meaningful employee experience and business growth depend on the Associate HR Business Partner, who serves as a trusted advisor across employee relations, compensation, workforce planning, and succession planning while acting as an ambassador of company culture and values. Serving as a partner to business units and the Senior Specialist in Talent Acquisition, this role enables execution of the company's strategic objectives through an empowering Talent strategy.

Scope of Work

• Serve as a business partner to business units to enable execution of the company's strategic objectives through an empowering Talent strategy.
• Manage employee relations and serve as a trusted advisor in all Talent-related matters.
• Partner with the Senior Specialist, Talent Acquisition on recruitment.
• Provide guidance on business unit restructures, workforce planning, and succession planning.
• Lead and support the creation, implementation, and delivery of company-wide projects and initiatives.
• Be an ambassador of the company's culture and values, ensuring the employee experience is consistent with the brand.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Guide and manage activity related to compensation, benefits, and retirement savings programs; maintain in-depth knowledge of legal requirements and partner with the legal department as needed.

Qualifications & Experience

• Post-secondary education in Human Resources, Communications, Marketing, or related field.
• 3–5 years of human resources experience supporting the needs of a growing organization.
• Experience advising and coaching clients across a wide array of HR issues.
• Experience leading and delivering tailored HR programs and services that support business objectives.
• Excellent written and oral communication skills; able to work in both team and self-directed environments.
• Able to thrive in the ambiguity of a startup in hyper-growth mode.

As the Associate HR Business Partner, this role leads day-to-day HR support for the research and development department, covering onboarding, offboarding, visa and work permit applications, payroll preparation, and the development and optimization of new HR processes. The R&D team relies on this work to maintain an up-to-date HR system, support recruitment including active sourcing, and ensure smooth coordination of information flow with the broader HR team.

Work Activities

• Act as the first point of contact for the research and development department and for employees generally.
• Partner with development leaders on all employee-related issues including hiring needs and employee performance.
• Provide assistance in the process of applying for work visas and permits and related extensions.
• Handle HR onboarding for new staff members and offboarding.
• Perform a variety of administrative HR tasks on a day-to-day basis including drafting employee contracts and maintaining the HR system.
• Prepare the monthly payroll process for the external contractor.
• Develop, optimize, and implement new HR processes; support coordination of work and information flow with the HR team.
• Support recruitment processes including active sourcing to support the team if needed.

Skills & Qualifications

• 3 years of professional experience related to the role; experience conducting interviews and first experience in active sourcing preferred.
• Knowledge of visa and relocation processes; awareness of intercultural differences and experience working in a multicultural environment.
• Experience with BambooHR and Greenhouse; experience working in an agile environment.
• Ability to handle confidential information with a people- and service-oriented attitude; willingness to innovate HR practices and look for opportunities to improve.
• Professional language proficiency in English and German.

Associate HR Business Partner leads fundamental HR processes and builds culture across global brands sold in hundreds of countries, aligning HR efforts to business needs through organization assessment, team effectiveness initiatives, and leadership development. The work directly supports business competitiveness and workforce productivity by coaching leaders, mitigating operational and compliance risks, and implementing business-oriented HR solutions in partnership with practices and HR teams worldwide.

Performance Expectations

• Align HR efforts to specific business needs including organization assessment and design, team effectiveness, and people issues and trends that contribute to business growth and competitiveness.
• Build a culture that values trust, employee engagement, innovation, leadership effectiveness, and workforce productivity.
• Coach and develop leaders to deliver people management capabilities; provide organizational insights for high-quality decision making and mitigate operational and compliance risks.
• Partner with practices and HR to implement effective, business-oriented solutions that meet specific business needs and challenges.
• Lead fundamental HR processes and execute them with excellence according to policies and corporate programs.

Education & Experience

• Master's degree (BAC+5) in HR or any relevant area.
• Prior internship or experience in HR is a plus.
• Proven strong leadership, collaboration, and analytical skills as well as a creative attitude.
• Passion for HR.
• Proficient in English and French.