Human Resources Business Partner II

•  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. 

•  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. 

•  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. 

•  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. 

•  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. 

•  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. 

•  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.

•  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. 

•  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