Interim Temporary People Business Partner

UnitedMasters | Translation; New York (NY); In loco; USD 121.000 - 152.000; Tempo pieno

Descrizione del lavoro

Go Fractional, based in New York, seeks an experienced HR Business Partner to support senior leaders during a critical leadership transition. You will be the day-to-day advisor to agency leadership, shaping talent, performance and org questions, and owning live performance reviews from calibration through delivery.

You will join in January for onboarding with the current PBP and transition to full ownership before February’s leave, logging weekly updates to ensure a seamless handoff when the

Competenze

• 5+ years as an HR or People Business Partner supporting senior leaders.
• Experience working across multiple business functions with first line and senior leadership.
• Proven ability to handle employee relations matters across the spectrum, including performance plans and exits.
• Confidence leading hard conversations with managers, employees and executives.
• Ability to ramp quickly, work from existing plans, and make sound calls with limited history.
• Strong judgment, discretion and written communication.

Mansioni

• Serve as the day-to-day people advisor to the agency leadership team and their departments.
• Contribute to the Senior Leadership Team agenda, which meets twice a week.
• Drive progress on the agency leadership OKRs and ownership of people priorities.
• Proactively manage and resolve employee relations issues, including coaching conversations and exits.
• Guide managers through hard conversations and deliver difficult messages.
• Ensure compliance with company policies and escalate to leadership as needed.
• Stay close to the business to spot talent and plan full-time, temp and freelance needs with Operations/Finance.
• Advise on org design, workforce planning, and headcount; surface internal mobility.
• Partner with Talent Acquisition and search partners to keep a steady talent pipeline.
• Lead onboarding for incoming agency leadership hires.
• Lead the Q1 performance review cycle and calibrations with leaders.
• Support compensation decisions tied to the review cycle and internal equity.
• Plan for annual engagement surveys.

Conoscenze

HRBP

Senior leadership

Employee relations

Planning & forecasting

Stakeholder mgmt

Strumenti

HR systems

Descrizione del lavoro

About the role

You will step into a senior, embedded PBP seat as the day-to-day people advisor to our agency leadership team while our PBP is on leave. This is not a placeholder role: you will be in the room for leadership decisions, bring a clear point of view on talent, performance and organizational questions, and handle difficult conversations with confidence. You will also own a live performance review cycle from calibration through delivery.

You will start in early January with three weeks of full-time onboarding alongside the current PBP, then take full ownership before the leave begins in February. You will keep a weekly update log so the transition back is seamless.

What you'll do

Senior leader partnership

• Serve as the day-to-day people advisor to the agency leadership team and their departments
• Contribute to the Senior Leadership Team agenda, which meets twice a week, in partnership with our VP of Agency Operations
• Drive progress on the agency leadership OKRs (our "big rocks") as part of an agency-wide push, owning the people priorities and partnering closely with Finance and Operations where people, headcount and financial goals are tightly linked

Employee relations

• Proactively manage and resolve employee relations issues, from coaching conversations through performance plans and exits
• Guide managers through hard conversations and deliver difficult messages directly when needed
• Ensure compliance with company policies, and elevate to leadership and counsel appropriately

Talent and planning

• Stay close to the business to spot talent and skills gaps early, and plan full-time, temp and freelance needs hand in hand with Operations and Finance
• Advise on org design, workforce planning and headcount, and surface internal mobility and succession opportunities in critical roles
• Partner with Talent Acquisition, and external search partners for priority roles, to keep a steady pipeline and fill roles fast with the right talent
• Keep leaders informed on pipeline and hiring progress, so teams know when help is on the way
• Lead onboarding for incoming agency leadership hires, setting them up to build relationships and get up to speed quickly

Core people programs

• Help lead the Q1 performance review cycle across the agency, advising leaders on ratings, talent decisions and how to deliver feedback
• Facilitate calibration sessions with leaders, partnering with our VP of People Operations to challenge ratings and hold the bar
• Support compensation decisions tied to the review cycle, ensuring internal equity and clear rationale
• Support planning for the annual engagement survey, including question review and rollout timing

Continuity

• Keep a weekly update log covering decisions, open issues and next steps
• Partner closely with People Operations on processing people changes and with our UnitedMasters PBP on cross-company matters

Knowledge, Skills, and Abilities

• Strong coaching/ consulting capabilities.
• Demonstrated business acumen, organization savvy, judgment and decision making
• Collaborative style; positive can-do attitude. A team player with a strong drive to create a positive work environment.
• Excellent stakeholder management skills including ability to engage, influence and keep informed.
• Strong analytical and problem-solving skills. Ability to analyze data, understand trends and develop recommendations for action based on the analysis.
• Excellent communication skills – a strong verbal communicator and writer; ability to frame a message.
• Demonstrated change management capability.

Required

• 5+ years as an HR or People Business Partner supporting senior leaders
• Experience working across multiple business functions with first line and senior leadership
• Proven ability to handle employee relations matters across the spectrum, including performance plans and exits
• Confidence leading hard conversations with managers, employees and executives
• Ability to ramp quickly, work from existing plans, and make sound calls with limited history
• Strong judgment, discretion and written communication

Preferred

• Advertising agency experience, strongly preferred, ideally partnering with agency leadership
• Experience supporting creative talent and creative leadership
• Prior interim, leave coverage or consulting engagements
• Familiarity with compensation planning, career ladders and talent differentiation tools such as a 9-box
• Experience supporting executive onboarding or leadership transitions
• Experience executing strategic initiatives and operational plans

Compensation

Salary Hiring Range: ~$3,000 per week

Our salary ranges are based on paying competitively for our size and industry, and are one part of many compensation, benefits and other reward opportunities we provide (e.g. bonus, stock options, 401(k) match, etc.)

Individual pay rate decisions are based on a number of factors, including qualifications for the role, experience level, skillset, and balancing internal equity relative to peers at the company.

We expect the majority of the candidates who are offered roles at our company to fall healthily throughout the range based on these factors.

The range above is for the expectations as laid out in the job description, however we are often open to a wide variety of profiles, and recognize that the person we hire may be less experienced (or more senior) than this job description as posted. If that ends up being the case, the updated salary range will be communicated with you as a candidate.

The salary range above is for NY/CA. As a company, we have a location based strategy, which means the salary range could be lower or higher than this if the role is hired in another location.