HR Business Partner

We’re hiring an HRBP with a knack for operations and AI solutions building — someone who can spot high-impact opportunities to apply AI across HRBP workflows and help build those solutions. You’ll embed with the HRBP team to learn how the organization works, then partner closely with the team to turn the most valuable opportunities into products, such as an exit interview synthesizer or an engagement survey action planner that eliminates manual work. This role spans three pillars — client-facing HRBP support, AI and operations, and employee relations support — and reports to the Director of HR Business Partners.

Responsibilities

Partner with client groups as a trusted advisor to managers and employees across the full employee lifecycle, from team effectiveness to engagement survey action planning; Flag legal and compliance risks in day-to-day people management, partnering with the global HRBP team on shared strategies and priorities; Build AI-powered HRBP workflows: map processes, structure HR policies and playbooks into AI-ready formats, and lead rollout, training, and success metrics for AI tools; Serve as the HRBP team’s COE connector, building templates, communications, and enablement materials, and support board prep, calibrations, and engagement survey insights; Cover employee relations work during team absences — PIP prep, investigations, policy violations, and conflict mediation — while helping managers document PIPs consistently; Build and own AI tools that automate HRBP work, iterating based on feedback and usage data; Own HRBP’s North America emergency response playbook and support quarterly exit project work

Requirements

3+ years of experience in HR with HRBP experience, including examples of using AI or automation to improve your work — a template you built, a workflow you automated, or a process you reimagined; Comfort experimenting with AI tools and turning ideas into working solutions, with or without engineering support; Broad understanding of HR practices including performance, risk management, coaching, engagement and retention, workforce planning, employee relations, compensation, culture and values; A track record of delivering in ambiguous environments, partnering closely with senior stakeholders on direction and priorities; Strong communication skills — able to speak, write, and present information clearly; comfortable mediating and facilitating discussions at the manager level; Data literacy: comfort analyzing people data, identifying trends, and translating findings into recommendations for leaders; Familiarity with HRIS and HR tech platforms, plus change management experience guiding leaders and teams through organizational transitions