HR Business Partner- Temp

What you’ll do

Strategic HR partnership : Partner with senior leaders to translate business goals into people plans (org design, workforce planning, talent, engagement, retention).

Manager enablement : Coach managers on leadership routines, feedback, performance management, and team health; build practical toolkits and operating rhythms.

Employee relations & investigations : Lead complex ER cases with sound judgment, documentation, and consistency; advise on risk mitigation and compliance.

Performance management : Drive performance cycles and calibration; support PIPs and improvement plans with clear expectations and measurable outcomes.

Learning & development partnership : Partner with our L&D lead to build manager training, role-based learning paths, and practical workshops; help drive adoption and measure impact.

Payroll partnership & processing support : Partner closely with Payroll/Finance to ensure accurate, timely payroll processing across employee groups (including field/project-based teams). Own/coordinate inputs (changes, approvals, audits), troubleshoot issues, and improve payroll-related workflows and controls.

Change & integration support : Support M&A integration and change management (communications, manager alignment, policy harmonization, adoption tracking).

Compensation & job architecture support : Partner on leveling, offers, internal equity, and market benchmarking; help leaders make consistent decisions.

Talent & succession : Partner with Recruiting and LD&I to identify critical roles, succession risks, and development plans for technical leadership.

Culture & engagement : Use data (attrition, engagement, performance, DEI signals) to identify trends and run targeted interventions.

Policy & compliance : Ensure policies are practical and scalable; support training completion and compliance requirements across states and roles.

Operational excellence : Improve HR processes, templates, and documentation; create simple dashboards and KPIs for leadership.

Requirements

4+ years of progressive HR experience, including HRBP work supporting leaders in a fast-paced environment.

Experience in professional services, engineering, construction, field operations, or project-based organizations strongly preferred.

Proven strength in employee relations, performance management, coaching, and change management.

Hands-on payroll experience : you’ve supported or processed payroll (or owned key inputs/approvals), understand payroll controls, and can partner effectively with Finance/Payroll vendors

Learning & development exposure : you’ve helped design, deliver, or operationalize training programs (manager training, onboarding, role-based learning) and can measure outcomes.

Comfort operating at both strategic and hands-on levels (you can build the plan and run the play).

Strong business acumen and ability to influence without authority.

Data-informed approach (can define KPIs, interpret trends, and recommend actions).

Excellent communication skills clear, inclusive, and practical.

Nice to have

M&A integration experience (people-side diligence, harmonization, communications).

Multi-state HR exposure and experience supporting distributed teams.

Experience supporting a blended workforce (office + field) and multiple pay types.

Working style

Collaborative, low-ego partner who builds trust quickly.

Comfortable with ambiguity and growth-stage change.

Bias toward action, clarity, and follow-through.