Interim People Business Partner for Leadership

Translation; New York (NY); On-site; USD 121,000 - 152,000; Full time

Job summary

Translation is seeking a Senior, embedded People Business Partner to serve as the day-to-day advisor to the agency leadership while the current PBP is on leave. You will participate in leadership decisions, shape talent and organizational questions, and own a live performance-review cycle from calibration to delivery.

You will begin with three weeks of onboarding in January, then assume full ownership as the leave starts in February, maintaining a weekly transition log for continuity.

Qualifications

• 5+ years as HR or People Business Partner supporting senior leaders.
• Experience across multiple functions with first line and senior leadership.
• Proven ability to handle employee relations matters including performance plans and exits.
• Confidence leading hard conversations with managers, employees and executives.
• Strong judgment, discretion and written communication.
• Excellent stakeholder management and ability to influence decisions.
• Advertising agency experience is preferred but not required.

Responsibilities

• Act as day-to-day people advisor to agency leadership and departments.
• Support senior leadership team agenda and OKRs with cross-functional collaboration.
• Manage employee relations and coach managers through difficult conversations and exits.
• Plan talent needs across full-time, temporary and freelance roles with Operations and Finance.
• Lead onboarding for incoming agency leadership hires and support calibration sessions.
• Guide compensation decisions and contribute to annual engagement planning.

Skills

HR/People Business Partner experience

Cross-functional experience

Hard conversations

Decision making

Communication

Coaching/consulting

Job description

Translation is seeking a Senior, embedded People Business Partner to serve as the day-to-day advisor to the agency leadership while the current PBP is on leave. You will participate in leadership decisions, shape talent and organizational questions, and own a live performance-review cycle from calibration to delivery.

You will begin with three weeks of onboarding in January, then assume full ownership as the leave starts in February, maintaining a weekly transition log for continuity.