• Partner with multiple HRBPs to support day-to-day people initiatives across functions (e.g., Engineering, Sales, Marketing, CX, Product, G&A). • Prepare materials, analysis, and documentation for HRBP-led conversations, leadership meetings, and planning sessions. • Track action items, risks, and follow-ups across HRBP portfolios to ensure timely execution. • Support employee lifecycle activities including role changes, promotions, manager transitions, and offboarding. • Assist with employee relations cases by gathering facts, documenting timelines, and coordinating with HRBPs and HR Shared Services (does not independently lead complex ER cases). • Ensure consistent application of policies, processes, and documentation standards. • Support annual and quarterly HR processes such as performance cycles, merit, promotions, engagement surveys, and workforce planning. • Maintain trackers, dashboards, and documentation to support HRBPs during peak cycles. • Coordinate communications and ensure leaders and employees understand timelines and expectations. • Pull, analyze, and validate people data (headcount, attrition, mobility, engagement, performance outcomes). • Create standardized reports and summaries to support HRBP recommendations and leadership decision-making. • Identify trends, gaps, and operational risks and flag them proactively to HRBPs. • Help drive consistency across HRBP practices by maintaining templates, playbooks, and shared tools. • Identify opportunities to streamline workflows, reduce manual effort, and improve the employee and manager experience. • Act as a liaison between HRBPs and HR Shared Services to resolve process issues. • Partner closely with HR Shared Services, Talent, Total Rewards, Payroll, and Legal to ensure seamless execution. • Serve as a point of contact for managers and employees on standard HR questions, escalating appropriately.