Junior People Partner - 8 month FTC

Overview

The Junior People Partner supports the People Partner team in delivering high-quality people solutions across the NY and Boston offices. This role offers a blend of People Partnership and People Operations work, and is ideal for someone with 2–3 years of HR experience who is eager to grow into a full People Partner role. The Junior People Partner assists in executing core people processes, supporting employee experience, and contributing to operational excellence while gaining exposure to talent management, organizational effectiveness, and employee engagement initiatives.

This is an 8 month FTC to cover for parental leave.

Key Responsibilities

People Partnership:

• Cover NY and Boston Offices as a People Partner (population of approx. 400), supporting People Partners and managers were necessary.
• Assist with employee inquiries, helping provide consistent, timely, and high‑quality support.
• Help prepare materials for manager coaching, performance discussions, and talent conversations.
• Participate in business meetings or check‑ins as appropriate to build context and foundational HR knowledge.
• Act as a trusted people partner to the business, leveraging expertise, data, and insights to align People strategies with organizational objectives.

People Operations & Administration:

• Maintain employee data in HRIS systems (e.g., ADP Workforce Now, Microsoft Talent 365), ensuring accuracy and confidentiality.
• Prepare HR documents such as offer letters, onboarding packets, policy communications, and organizational charts.
• Support onboarding and offboarding processes, including system entry, document collection, and coordination with cross‑functional partners.
• Assist with reporting, audits, and compliance-related tasks.
• Contribute to improving People processes, documentation, and workflows.

Collaboration with Centers of Excellence (CoEs):

• Assist Talent Management with communication, logistics, and administrative support for programs such as performance cycles and learning sessions.
• Work closely with Talent Acquisition to coordinate new hire onboarding steps, and candidate communications when needed.
• Partner with Learning & Development to help deliver internal training initiatives, including preparing materials and tracking attendance.
• Support People Operations with process execution, data accuracy, and policy adherence.

Talent, Performance & Development:

• Assist in the administration of promotion and performance management processes, including goal-setting cycles, review tracking, and documentation.
• Help gather insights and feedback to support leadership in employee development and engagement planning.
• Support workforce planning initiatives to align talent needs with business priorities.

Employee Relations:

• Lead and support ER matters by conducting investigations, leading basic disciplinary and grievance meetings and preparing summaries and write ups for ER matters.
• Help track themes and trends to support proactive solutions for workplace culture and engagement.

Performance and Development:

• Champion the performance management process, guiding managers on goal setting, feedback, and employee development plans.
• Partner with leaders to create opportunities for professional growth and advancement.

Data-Driven Decision Making:

• Use analytics to identify trends, inform decisions, and track the effectiveness of People programs.
• Provide insights and recommendations to business leaders based on workforce data.
• Measure the impact of People programs and ensure alignment with business goals.

Change Management & Organizational Effectiveness:

• Provide administrative and coordination support for organizational changes, restructures, and team‑based initiatives.
• Assist with maintaining org charts, headcount tracking, and communication materials related to change initiatives.

Continuous Improvement:

• Identify and implement opportunities for process improvement within People and across the business.
• Actively contribute to the development and execution of People best practices.

Required Attributes & Experience:

• 2–3 years of HR experience, ideally in a generalist, HR coordinator, or People Operations role.
• Passion for building a career in People Partnership; eagerness to learn and grow.
• Associate degree or equivalent credit hours in any field.
• Working knowledge of multiple human resources disciplines, including employee relations, diversity, performance management, and federal and state respective employment laws.
• Strong interpersonal skills and emotional intelligence.
• Excellent written and verbal communication skills.
• Computer proficiency and familiarity with Microsoft Talent 365, Microsoft Power BI, ADP Workforce Now and wider Microsoft Office programs, such as Outlook, Word, Excel, PowerPoint.
• Strong organizational skills and high attention to detail, with the ability to manage competing priorities.
• High emotional intelligence, professionalism, and the ability to build trust with employees at all levels.
• Comfortable working independently and collaboratively in a hybrid team environment.
• Problem solver with ability to suggest and implement improvements.
• Sound judgement and highly professional demeanor.