People Partner (junior HRBP)

Role Summary 

 We are looking for an HR professional who thrives at the intersection of people operations, engagement, and strategy. This role serves as a critical bridge between People Operations and People Strategy—turning data into insight, insight into action, and action into meaningful employee experiences. The ideal candidate is a natural relationship-builder who combines operational excellence with strong storytelling skills, ensuring people initiatives are clear, measurable, and aligned to business goals. You will own the backbone of HR coordination, while partnering with the Senior Director, People & Talent on HR projects and initiatives.  

Essential Duties & Responsibilities 

Engagement, Culture & Communication  

• Design, execute, and continuously improve employee engagement initiatives that are clear, measurable, and data-driven  

• Revamp and maintain the HR intranet page as a trusted, easy-to-navigate source of truth while spinning up virtual communities to foster connection, collaboration, and engagement across the organization  

• Partner with Senior Director, People & Talent to execute HR communications, ensuring messages are timely, clear, and aligned with broader people strategy  

• Partner with the Senior Talent Partner to revamp and conduct orientation and onboarding check-ins; review onboarding data to identify trends and improvement opportunities  

Data, Insights & Storytelling  

• Analyze engagement, onboarding, performance, and people data to spot trends and emerging themes  

• Translate raw data into compelling, executive-ready narratives and insights—focusing on what the CEO and leadership team care about most  

• Partner with the Senior Director, People & Talent to shape data-driven action plans and strategic messaging  

• Prepare decks and materials for executive and leadership meetings, including storytelling through visuals and insights  

HR Operations & Program Management  

• Provide administrative and coordination support to the HR leadership team  

• Own the HR calendar and master timelines, ensuring no deadlines or initiatives are missed across all HR programs  

• Track and manage key people initiatives, milestones, and deliverables across the year  

• Ensure all employees enter goals into the performance management system and continue to utilize  

Employee Relations & Manager Partnership  

• Serve as the first point of contact for employee relations inquiries, providing guidance and triage before escalating when necessary  

• Partner with Senior Director, People & Talent to support managers in developing and executing engagement plans based on data and feedback  

Connector & Strategic Partner  

• Act as a trusted bridge between People Operations and People Strategy  

• Build strong relationships across the organization, earning trust through follow-through, discretion, and empathy  

• Identify systemic opportunities for improvement and proactively bring recommendations to the Senior Director, People & Talent  

• Ensure the “voice of the employee” is reflected in people programs, processes, and leadership conversations  

Experience 

• 2 years of experience in HR, People Operations, Employee Experience, or a similar people-focused role  

• Strong data literacy—comfortable analyzing people data and translating insights into clear stories  

• Exceptional organization and project management skills with the ability to manage multiple priorities  

• Confident communicator with experience creating executive-ready materials and presentations  

• Strong judgment and discretion when handling employee relations matters  

• Natural connector who builds trust quickly and partners effectively across levels  

• Experience working closely with senior leaders or executives preferred  

• HRIS and engagement survey platform experience a plus   

What Success Looks Like in This Role  

• Engagement initiatives are clearly understood, well-executed, and tied to measurable outcomes  

• Leaders receive timely, insightful people data told in a way that drives decisions and action  

• HR initiatives run on time, with strong coordination and no dropped balls  

• Managers feel supported, coached, and confident navigating people challenges  

• Employees feel informed, connected, and supported through thoughtful onboarding, communication, and engagement programs  

• HR team leaders feel well supported and able to execute on team and business goals  

Why This Role Matters  

This role is foundational to ensuring people work doesn’t just happen—but lands. You will help shape how the organization listens to employees, supports managers, measures what matters, and tells a compelling people story that drives real business outcomes.