Job Summary: We are seeking an enthusiastic and detail-oriented Associate EX Business Partner to join our HR team. In this role, you will play a key role in driving talent management processes and supporting our Management Leadership Team.

Responsibilities:

· Support the Management Leadership Team and senior EX business partners on reactive ER matters, including issues such as policy violations, performance issues, job eliminations, etc.

· Support HR Business Partners in conducting employee investigations and resolving workplace issues in accordance with company policies and legal requirements.

· Provide guidance to managers on policies, procedures, and communications.

· Collaborate with EX Operations to facilitate smooth talent processes including the annual performance and compensation cycle, exit interview management and analysis, and leave management in collaboration with our benefits manager.

· Counsel business leaders on key talent development processes (e.g., performance management, career development, compensation management).

· Facilitate talent development discussions amongst business leadership (e.g., 9-box talent review discussions, targeted individual development planning, training needs).

· Collect feedback on HR activities from clients to drive process/service improvements

· Respond to general inquiries from employees and direct them to the appropriate HR service delivery channel and direct access systems

· Collaborate with cross-functional teams to promote a positive employee experience and foster a culture of diversity, equity, and inclusion.

· Stay informed about current HR trends, best practices, and legal developments to ensure compliance and continuous improvement.

Qualifications:

· Bachelors’ degree is required.

· 3+ years’ experience working in HR Business Partner role.

· Experience working in dynamic teams.

· Excellent partnership skills.

· Possesses excellent analytics ability and functions well with systems and platforms.

· Recognized as a professional with detailed understanding of employee relations and talent management to advise functional managers on shaping a work force that meets their priorities.

· Influences others, including managers, in developing and implementing HR strategies; able to present to audiences of various sizes, to communicate complex ideas and persuade, and to negotiate with others.

· Able to solve unique and complex problems that require the application of conceptual, concrete and innovative thinking.

· Guides decisions in accordance with functional area objectives that impact organizational structure, staffing assignments, employee development plans, and compensation.