Operations Analyst IIIUSD
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Job Location:
Rancho Cordova, CA - USA
Monthly Salary:
Not Disclosed
Posted on:
3 hours ago
Vacancies:
1 Vacancy
Job Summary
Description:
This contingent role provides HR Business Partner coverage during a leave ensuring continuity of day to day HR support leader advising and employee lifecycle activities for assigned business groups.
The CW HRBP will operate as an individual contributor partnering with managers and employees while collaborating with HR Centers of Excellence (COEs) to execute established HR programs processes and policies. The focus of this role is steady state execution and consultative support not people management or HR strategy ownership.
Key Responsibilities
HR Business Partnership
Serve as the primary HR point of contact for assigned managers and employees during the leave period.
Provide credible practical HR guidance aligned to business priorities company policies and standard HR practices.
Act as a connector between the business and HR COEs to ensure timely and effective resolution of people related needs.
Employee Relations & Performance Support
Advise managers and employees on performance management attendance issues employee relations concerns and corporate people movement.
Support performance improvement actions corrective actions and involuntary exits in partnership with Employee Relations as needed.
Promote a respectful inclusive and values based work environment.
Talent & Workforce Activities
Support talent lifecycle activities including hiring coordination internal mobility onboarding transitions and separation processes.
Assist managers in preparing for talent review discussions and support follow through on development actions.
Partner with Talent Acquisition and other COEs to support recruiting and workforce needs (execution support only not strategy ownership).
Organizational Health & Insights
Use existing HR data dashboards and sensing tools to identify trends related to engagement retention and workforce health.
Surface insights and risks to leaders and HR stakeholders with clear recommendations for action.
Encourage positive employee engagement by maintaining presence approachability and responsiveness.
Standards & Execution
Execute standards based HR programs and processes consistently across the employee lifecycle.
Ensure documentation processes and decisions comply with employment laws company policies and HR guidelines.
Maintain clear documentation and handoffs to support continuity before and after the leave period.
Required Skills & Experience
Core Skills
Business Acumen understands organizational priorities and applies HR solutions accordingly
Employee Relations experience supporting performance conduct and workplace concerns
Employment & Labor Law Knowledge applied at a practical advisory level
HR Programs & Policies strong working knowledge and consistent application
Data Analytics ability to interpret HR data and use insights to inform guidance
Communication & Problem Solving clear confident and solutions oriented
HR Experience
Prior experience in an HR Business Partner or HR Generalist role
Experience operating as an individual contributor supporting managers and employees
Familiarity working with HR COEs in a matrixed HR model
Comfort stepping into an existing employee population and operating quickly with minimal ramp time
Preferred Qualifications
Experience providing interim or leave coverage HR support
Strong judgment and comfort handling sensitive employee matters
Experience supporting fast paced or technical organizations (preferred)
The CW HRBP will operate as an individual contributor partnering with managers and employees while collaborating with HR Centers of Excellence (COEs) to execute established HR programs processes and policies. The focus of this role is steady state execution and consultative support not people management or HR strategy ownership.
Key Responsibilities
HR Business Partnership
Serve as the primary HR point of contact for assigned managers and employees during the leave period.
Provide credible practical HR guidance aligned to business priorities company policies and standard HR practices.
Act as a connector between the business and HR COEs to ensure timely and effective resolution of people related needs.
Employee Relations & Performance Support
Advise managers and employees on performance management attendance issues employee relations concerns and corporate people movement.
Support performance improvement actions corrective actions and involuntary exits in partnership with Employee Relations as needed.
Promote a respectful inclusive and values based work environment.
Talent & Workforce Activities
Support talent lifecycle activities including hiring coordination internal mobility onboarding transitions and separation processes.
Assist managers in preparing for talent review discussions and support follow through on development actions.
Partner with Talent Acquisition and other COEs to support recruiting and workforce needs (execution support only not strategy ownership).
Organizational Health & Insights
Use existing HR data dashboards and sensing tools to identify trends related to engagement retention and workforce health.
Surface insights and risks to leaders and HR stakeholders with clear recommendations for action.
Encourage positive employee engagement by maintaining presence approachability and responsiveness.
Standards & Execution
Execute standards based HR programs and processes consistently across the employee lifecycle.
Ensure documentation processes and decisions comply with employment laws company policies and HR guidelines.
Maintain clear documentation and handoffs to support continuity before and after the leave period.
Required Skills & Experience
Core Skills
Business Acumen understands organizational priorities and applies HR solutions accordingly
Employee Relations experience supporting performance conduct and workplace concerns
Employment & Labor Law Knowledge applied at a practical advisory level
HR Programs & Policies strong working knowledge and consistent application
Data Analytics ability to interpret HR data and use insights to inform guidance
Communication & Problem Solving clear confident and solutions oriented
HR Experience
Prior experience in an HR Business Partner or HR Generalist role
Experience operating as an individual contributor supporting managers and employees
Familiarity working with HR COEs in a matrixed HR model
Comfort stepping into an existing employee population and operating quickly with minimal ramp time
Preferred Qualifications
Experience providing interim or leave coverage HR support
Strong judgment and comfort handling sensitive employee matters
Experience supporting fast paced or technical organizations (preferred)
Additional Details
- Managers Requested Bill Rate : 95.39
- Does the position allow for the worker to be virtual/remote : No
