HR Business Partner- Temp

Ans; New Jersey; On-site; USD 95,000 - 135,000; Full time

Job summary

ANS is a consulting engineering firm seeking a versatile HR Business Partner (HRBP) to partner with senior leaders and lead core HR work across multi-office teams. This temporary role focuses on strengthening manager capability, performance, retention, and culture, reporting to the CHRO.

You will drive HR programs, employee relations, payroll collaboration, and change management while ensuring scalable policies across states and projects.

Qualifications

• 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 and ability to partner with Finance/Payroll vendors.
• Learning & development exposure in designing or delivering training and measuring impact.
• Comfort operating at both strategic and hands-on levels with strong business acumen.
• Data-informed approach with ability to define KPIs and interpret trends.
• Excellent communication skills and collaboration across states and dispersed teams.

Responsibilities

• Strategic HR partnership with senior leaders translating business goals into people plans.
• Manager enablement including coaching on leadership routines, feedback, and performance management.
• Employee relations & investigations to address complex ER cases with sound judgment.
• Drive performance cycles, calibrations, and support improvement plans.
• L&D partnership to build manager training and learning paths.
• Payroll partnership and processing support across employee groups; improve payroll workflows.
• Change & integration support for M&A and policy harmonization.
• Compensation & job architecture support including leveling and internal equity.
• Talent & succession planning with Recruiting and LD&I.
• Culture & engagement using data to identify trends and drive interventions.
• Policy & compliance to ensure practical, scalable guidelines.
• Operational excellence to streamline HR processes and dashboards.

Skills

Strategic HR partnership

Manager enablement

Employee relations

Performance management

Learning & development

Payroll processing

Change management

Compensation & job architecture

Talent & succession

Culture & engagement

Policy & compliance

Operational excellence

Data-driven

Communication

Job description

At ANS, we’re not just a consulting engineering firm—we’re a team of trailblazers shaping the future of multi-disciplinary engineering. We’ve been voted Best Places to Work, ranked in the Top 10 the Hottest Firm in the US by Zweig Reports, and in the Top 250 for the 2024 Inc. 5,000 for our 1,748% 3-Year Growth. Our team is dynamic, energetic, and allergic to bureaucracy in our goal to solve problems and get things done. We’re data and metric driven, and we frequently question the “why” to build better processes.

Position Overview

ANS is seeking a versatile HRBusiness Partner (HRBP)to serve as a strategic partner to business leaders and a hands-on operator for core HR work. Reporting to theCHRO, this person will help scale our people practices across a multi-office, multi-discipline environment (including field and project-based teams), and will be a key leader in strengthening manager capability, performance, retention, and culture. This is a temporary position to cover leave through November.

Strategic HR partnership: Partner with senior leaders to translate business goals intopeopleplans (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 ensureaccurate,timelypayroll 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 toidentifycritical roles, succession risks, and developmentplans for technical leadership.

Culture & engagement: Use data (attrition, engagement, performance, DEI signals) toidentifytrends 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.

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

Experience inprofessional services, engineering, construction, field operations, or project-based organizationsstronglypreferred.

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

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

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

Comfortoperatingat 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 skillsclear, inclusive, and practical.

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.

Collaborative, low-ego partner who builds trust quickly.

Comfortable with ambiguity andgrowth-stagechange.

Bias toward action, clarity, and follow-through.

Location

Flexible within the U.S. with periodic travel to offices/sites as needed.