Temp HRBP

Ans; New Jersey; Hybrid; USD 110,000 - 150,000; Full time

Job summary

ANS is a consulting engineering firm focused on multi-disciplinary engineering excellence. We seek an HR Business Partner to partner with leaders, coach managers, drive employee relations, and lead workforce initiatives.

You will shape talent, design org structures, and support payroll and compliance across states. You’ll operate both strategically and hands-on, delivering practical HR solutions in a fast-paced environment, including M&A support, performance cycles, and learning programs to

Qualifications

• Minimum 5+ years of progressive HR experience in a fast-paced environment.
• Experience supporting professional services, engineering, or project-based teams is highly preferred.
• Strong coaching and performance management capabilities.
• Excellent communication and stakeholder management skills.

Responsibilities

• Translate business goals into people plans including org design and workforce planning.
• Coach managers on leadership routines and performance management.
• Lead employee relations cases with sound judgment and documentation.
• Partner with Payroll/Finance to ensure accurate payroll processing and controls.
• Support M&A integration and change management activities.
• Develop manager training and role-based learning paths with measurable impact.
• Use data and KPIs to identify trends and drive interventions.
• Ensure policies are practical and compliant across states.

Skills

HR Strategy

Employee Relations

Payroll Coordination

Change Management

Talent & Succession

Leadership Coaching

Data-Driven HR

Cross-functional Collaboration

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 HR Business Partner (HRBP) to serve as a strategic partner to business leaders and a hands-on operator for core HR work.

• 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.
• Managersreport clearer guidance, faster issue resolution, and stronger confidence handlingpeoplesituations.
• Reduced regrettable attrition in prioritygroups;improved internal mobility and development planning.
• Consistent performance management practices across teams (timelyfeedback, documented expectations, fair outcomes).
• Payroll runs smoothly with strong controls, clear ownership, and fast resolution of employee questions.
• L&D programs see strong participation and measurable lift in manager capability.
• Smootherchangeadoption during growth and integration moments.
• Visible, trusted HRBP presence across offices and field/project teams.
• 5+ 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.