• Maintain and update HR task lists, timelines, and recurring reminders • Keep HR documentation organized • Support onboarding and offboarding logistics and checklists • Help ensure HR processes are followed consistently and on time • Track HR-related data • Maintain internal trackers and spreadsheets • Assist with pulling simple reports and summaries for leadership • Support ongoing HR projects (policy updates, benefits research, compliance initiatives, internal programs) • Track project progress, deadlines, and action items • Follow up on open items and flag blockers or risks • Coordinate with recruiting, finance, and operations as needed • Schedule meetings, take notes, and document next steps when required • Act as a point of execution to keep HR initiatives moving

• Serves as a deployable, senior level labor relations consultant, responding to medium-risk, system wide labor relations needs • Responsible for managing and overseeing multiple and varied labor contracts • Provides consultation to Human Resources Business Partners, executives and leadership teams on complex labor relations matters • Develops strategic and tactical recommendations for workplace environment improvement efforts

• assist the HR Director/Sr HR Director to align business objectives with employees and management in designated business units • formulate partnerships across the HR function to deliver value-added service to management and employees • maintain an effective level of business literacy about the business unit's financial position, midrange plans, culture and competition

• Act as a credible and influential advisor (and trusted confidant) to employees, managers, and business leaders; and a thoughtful change champion for the department you support • Support managers in performance management, including performance assessments, coaching, advancement, and recognition • Execute the HRBP team's operations and processes, including supporting ongoing People processes (calibration, performance review, compensation review, headcount planning, development, etc.), as well as administration, reporting, and documentation standards and preparation • Support and resolve employee relations issues, including training managers to handle sensitive matters, partnering with leaders on complex employment matters, and supporting objective, thorough investigations • Leverage data and tools to influence decision-making with partners and business units • Support the design and successful implementation of key People Team programs, processes, and tools • Help enable career paths within respective business units(s) and continuously think about new ways of defining and improving career development • Provide HR policy guidance and interpretation, with a critical eye toward developing new policies, clarifying existing ones, and sunsetting outdated ones as needed • Support engagement survey action planning within the business unit(s) • Provide general thought partnership on initiatives to improve culture and team effectiveness