HR Advisor

Essential Duties & Responsibilities

• Own a broad range of employee relations matters, including intake, fact-finding, risk assessment, documentation, and resolution.
• Coach managers through performance, behavior, conflict, and policy-related issues to ensure alignment with CA’s Values and Strategic Priorities.
• Inform and/or escalate all matters—especially those high-risk, complex, or sensitive—to HR Business Partners in accordance with established escalation protocols.
• Maintain thorough, accurate, and compliant case documentation aligned with ER standards.
• Support the development and consistent application of ER practices across the organization.
• Conduct initial investigations and assess severity, risk, and appropriate next steps using defined frameworks.

Manager Coaching & Support

• Proactively coach managers on performance management, feedback delivery, employee behavior, and conflict resolution.
• Support managers in preparing for difficult conversations and navigating people decisions with confidence.
• Advise managers on the consistent application of company policies and practices.
• Build manager capability and accountability through clear guidance, tools, and coaching.
• Partner with hiring managers on crafting updated and relevant job descriptions focused on aligning high-quality talent with current and future business needs.

HR Operations & Case Management

• Own end-to-end case management for assigned HR matters, including triage, prioritization, resolution, and closure within defined SLAs.
• Partner closely with HR Operations to audit and ensure seamless execution of transactional HR work.
• Identify recurring issues, trends, or process gaps and elevate insights to HR Business Partners and HR Centers of Excellence.
• Collect and summarize key HR metrics such as attrition and engagement scores.
• Maintain and contribute to SOPs, knowledge articles, templates, and documentation standards.
• Support core HR processes such as onboarding, offboarding, performance management, and job changes in partnership with HR Business Partners and HR Centers of Excellence, responsibly leveraging AI when and where appropriate.

Process Execution & Consistency

• Ensure consistent application of HR policies, processes, and standards across teams and functions.
• Support recurring people processes (goal setting, performance cycles, talent reviews, compensation planning) and other programs and initiatives alongside HR Business Partners and HR Centers of Excellence.
• Aid managers with documentation related to performance improvement, corrective action, or behavior management.
• Provide feedback to HR leadership on process effectiveness, employee experience trends, and opportunities for improvement.

Collaboration & Partnership

• Partner closely with HR Business Partners to deliver a cohesive, aligned HR support experience.
• Partner with legal and other cross-functional stakeholders to achieve appropriate solutions to employee issues.
• Collaborate with HR Operations to ensure effective case routing, ticket management, and process adherence.
• Own and/or contribute to cross-functional initiatives across HR and within aligned function.
• Uphold and reinforce a “One Team” mindset across regions, functions, and HR teams.