Human Resources Business Partner II

Job Summary 

Provides experienced, front-line HRBP support and independently owns defined employee lifecycle, program, and engagement workstreams for an assigned business population. The role serves as a reliable coordination, execution, and insights partner to HRBPs and people managers, translating established HR frameworks into consistent delivery, identifying trends and risks, and escalating complex matters appropriately. By taking end-to-end ownership of routine to moderately complex activities, the role expands HRBP coverage and enables HRBPs to focus on strategic advisory, organization priorities, and complex people matters. 

Key Responsibilities 

1. HRBP Coverage & Business Partnership Support (~200-250 HC) 

•  Own day-to-day HRBP support for an assigned employee population within agreed governance and escalation parameters. 

•  Serve as a first point of contact for routine employee and manager inquiries, providing guidance based on established policies, processes, and HR programs. 

•  Build working relationships with people managers and employees through regular connects, follow-through, and timely resolution of routine concerns. 

•  Monitor workforce indicators such as onboarding, attrition, engagement, attendance, work arrangements, probation, and employee feedback; highlight themes, risks, and recommended follow-up to the HRBP. 

•  Prepare employee and business insights, briefing materials, and action trackers to support HRBP discussions with stakeholders. 

2. HRBP PMO 

•  Develop project plans, trackers, timelines, stakeholder updates, and risk logs; proactively address dependencies and escalate blockers. 

•  Coordinate cross-functional inputs and ensure that agreed HR programs are delivered accurately, consistently, and on schedule. 

•  Identify opportunities to simplify processes, improve controls, and strengthen the employee or manager experience. 

3. Employee Engagement, Branding & Culture 

•  Facilitate employee and officer connect sessions, document themes, and coordinate follow-through on agreed actions. 

•  Support company-wide culture and branding programs, including GPTW, internal publications, roadshows, and local campaigns. 

4. Internship Program & Early Talent Engagement 

•  Own end-to-end coordination of the internship program, including stakeholder alignment, onboarding, engagement, progress tracking, and program closure. 

•  Serve as the primary HR focal point for interns, people managers, schools, and partner teams for routine program matters. 

•  Review program feedback and recommend enhancements to strengthen the early-talent experience and program outcomes. 

5. Employee Lifecycle & New Hire Management 

•  Own the new-hire onboarding experience and coordinate timely completion of pre-boarding, onboarding, probation, and regularization milestones. 

•  Partner with managers to monitor new-hire integration, identify concerns early, and coordinate appropriate interventions with the HRBP. 

•  Conduct structured employee check-ins and exit interviews for designated employee groups; synthesize themes and recommend follow-up actions. 

•  Coordinate routine employee movements and lifecycle activities in line with approved processes and documentation requirements. 

6. HR Communications & Content Management 

•  Own the HRBP communications calendar and ensure messages are timely, accurate, audience-appropriate, and aligned with HR guidance. 

•  Draft and release employee announcements, manager communications, newsletters, presentations, and campaign materials. 

•  Lead the annual HR Roadshow and coordinate content, stakeholder inputs, logistics, and post-event follow-through. 

7. HR Documentation, Governance & Reporting 

•  Maintain complete and accurate HRBP records: Library of Cases, PIP tracker, HR Issues list, Weekly HR leaders meeting

•  Prepare recurring reports and dashboards, validate data quality, and flag exceptions or trends requiring HRBP attention.

Qualifications 

•  Bachelor's degree in Human Resources, Business, or a related field. 

•  Typically 2-4 years of relevant HR experience, including exposure to HR operations, employee lifecycle support, engagement, project coordination, or HR business partnering. 

•  Demonstrated ability to independently manage recurring processes or defined workstreams, coordinate multiple stakeholders, and deliver against timelines. 

•  Working knowledge of HR policies, employee lifecycle processes, data confidentiality, and appropriate escalation practices. 

•  Strong written and verbal communication, organization, judgment, and stakeholder-management skills. 

•  Proficient in Microsoft Office; experience with SharePoint, HR systems, reporting tools, or data visualization is an advantage and any AI tools. 

Role Boundaries & Decision Authority 

•  Independently executes routine and moderately complex HR processes within established policies, playbooks, and governance parameters. 

•  Owns assigned programs and workstreams, recommends improvements, and provides fact-based observations and options to the HRBP. 

•  May guide employees and managers on standard processes but escalates policy exceptions, sensitive concerns, material risk, and complex people matters. 

•  Supports employee relations case administration and fact gathering only under COuntry HRBP Lead's direction; may be assigned to lead investigations, determine findings, or issue disciplinary outcomes with guidance and sign off from Country HRBP lead