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Key Responsibilities and Required Skills for HRBP & Administrator

💰 $ - $

Human ResourcesBusiness PartneringAdministration

🎯 Role Definition

The HR Business Partner (HRBP) & Administrator is a dynamic, hybrid role that serves as a critical link between strategic business objectives and tactical HR operations. In this capacity, the individual acts as a consultant to business leaders on human resources-related issues while simultaneously managing the day-to-day administrative functions of the HR department. This role is a true generalist, requiring a seamless shift between high-level strategic thinking—like workforce planning and talent management—and detail-oriented execution, such as HRIS data management and employee onboarding. The core purpose is to ensure the people strategy is flawlessly implemented through efficient, compliant, and employee-centric processes, fostering a high-performance culture and driving organizational success.

📈 Career Progression

Typical Career Path

Entry Point From:

  • HR Generalist
  • Senior HR Coordinator
  • Talent Acquisition Specialist with generalist exposure

Advancement To:

  • Senior HR Business Partner
  • HR Manager
  • Center of Excellence Specialist (e.g., Compensation, L&D)

Lateral Moves:

  • Learning & Development Partner
  • Talent Management Specialist

Core Responsibilities

Primary Functions

  • Serve as the primary HR contact for designated business units, building strong relationships with leaders and employees to provide trusted advice and guidance.
  • Proactively diagnose and address organizational effectiveness issues, including team dynamics, morale, and organizational design, in partnership with leadership.
  • Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations with a high degree of empathy and confidentiality.
  • Provide day-to-day performance management guidance to line management, including coaching, counseling, career development, and disciplinary actions.
  • Analyze trends and metrics in partnership with the broader HR group to develop solutions, programs, and policies that address business needs.
  • Drive the full employee lifecycle administration, from drafting offer letters and managing background checks to conducting new hire orientation and processing terminations.
  • Maintain the integrity and accuracy of employee data within the Human Resources Information System (HRIS), processing all status changes, new hires, and terminations in a timely manner.
  • Administer employee benefits programs, including enrollments, changes, and terminations, and act as a point of contact for employee benefits inquiries.
  • Facilitate the annual performance review and compensation planning cycles for assigned client groups, ensuring alignment with company philosophy and timelines.
  • Interpret and apply company policies and procedures, ensuring fair and consistent application while ensuring compliance with federal, state, and local employment laws.
  • Support talent acquisition efforts by collaborating with recruiters and hiring managers on job descriptions, interview processes, and offer approvals.
  • Develop and maintain affirmative action program; file EEO-1 and VETS-4212 reports annually; and maintain other records, reports, and logs to conform to EEO regulations.
  • Manage the leave of absence process (FMLA, ADA, etc.), ensuring proper documentation, communication, and compliance with all applicable laws.
  • Coordinate and execute employee engagement initiatives, surveys, and action planning to foster a positive and productive work environment.
  • Process and manage HR-related invoices, purchase orders, and departmental expense reports, ensuring proper coding and timely payment.
  • Maintain compliant and confidential physical and digital employee personnel files, conducting regular audits to ensure accuracy and completeness.
  • Assist in the development and implementation of HR policies and handbooks, communicating changes effectively across the organization.
  • Support immigration and visa processing for foreign national employees, working with legal counsel to ensure all documentation is handled correctly.
  • Conduct exit interviews to gather insights on the employee experience and provide feedback and trend analysis to leadership.
  • Prepare and generate routine and ad-hoc HR reports on key metrics such as headcount, turnover, and diversity for management review.

Secondary Functions

  • Support ad-hoc HR reporting and data requests from leadership, providing insights on headcount, turnover, and other key metrics.
  • Contribute to the continuous improvement of HR processes and systems, recommending enhancements to boost efficiency and user experience.
  • Collaborate with cross-functional teams, such as Finance and IT, on projects involving employee data, systems integration, and process alignment.
  • Participate in HR project planning and team meetings, contributing to the successful execution of annual HR initiatives and programs.

Required Skills & Competencies

Hard Skills (Technical)

  • HRIS Proficiency: Hands-on experience with major HRIS platforms (e.g., Workday, SAP SuccessFactors, ADP Workforce Now) for data entry, reporting, and workflow management.
  • Employment Law & Compliance: Deep understanding of federal, state, and local employment laws and regulations (e.g., EEO, FMLA, ADA, FLSA).
  • Benefits Administration: Knowledge of health, welfare, and retirement plan administration, including open enrollment processes and compliance.
  • Full-Cycle HR Administration: Proven ability to manage all administrative aspects of the employee lifecycle, from hire to retire.
  • HR Data & Analytics: Competency in using tools like Excel (VLOOKUP, pivot tables) to analyze HR data and generate insightful reports and dashboards.
  • Performance Management Systems: Experience administering and supporting formal performance appraisal and goal-setting cycles within a corporate framework.

Soft Skills

  • Business Acumen: The ability to understand the business's strategy and challenges and apply HR solutions that drive results.
  • Consultative & Coaching Skills: A proven track record of acting as a trusted advisor to managers and employees at all levels.
  • Exceptional Discretion & Confidentiality: The highest level of integrity and ability to handle sensitive and confidential information appropriately.
  • Conflict Resolution & Mediation: Strong capability to navigate and de-escalate interpersonal conflicts and employee relations issues effectively.
  • High Emotional Intelligence: Excellent interpersonal skills, self-awareness, and the ability to build rapport and trust quickly.
  • Problem-Solving & Critical Thinking: The ability to identify core issues, analyze complex situations, and develop practical, compliant solutions.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree

Preferred Education:

  • Master's Degree in Human Resources or Business Administration (MBA)
  • HR Certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR)

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Industrial-Organizational Psychology

Experience Requirements

Typical Experience Range: 3-7 years of progressive HR experience, with a demonstrated history of handling both strategic and administrative responsibilities.

Preferred: Direct experience operating in a hybrid HR Generalist or Business Partner role within a fast-paced, matrixed organization is highly desirable. We look for individuals who have a proven track record of building credibility with business leaders while simultaneously managing the detailed, hands-on work that keeps an HR function running smoothly.

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