HR Business Associate - Talent Acquisition & Projects

Talent Acquisition & Workforce Support

• Partner with HR team and site leadership to lead full-cycle recruiting for hourly, technical, and professional roles across assigned sites.
• Partner with hiring managers to define job requirements, workforce needs, and selection criteria.
• Develop proactive sourcing strategies to build strong candidate pipelines for critical roles.
• Utilize multiple sourcing channels including ATS, job boards, referrals, workforce programs, community partnerships, and educational institutions.
• Manage candidate screening, interviews, scheduling, and selection coordination.
• Ensure a high-quality candidate experience aligned with company values and culture.
• Coordinate all pre-employment activities including background checks, drug screens, offer letters, and onboarding documentation.
• Track and analyze recruiting metrics including time-to-fill, quality of hire indicators, pipeline health, and offer acceptance rates.
• Recommend improvements to recruiting processes, tools, and hiring manager engagement practices.
• Support onboarding coordination in partnership with HR Generalist and site leadership.

HR Projects & Organizational Effectiveness

• Lead and support HR projects that improve organizational capability, employee experience, and operational efficiency.
• Career development initiatives, training programs, and internal learning activities.
• Support execution of employee engagement surveys, including communications, rollout coordination, and action tracking.
• Develop project plans, timelines, and deliverables for HR initiatives across multiple functions.
• Partner with HR and business leaders to implement change management initiatives.
• Support development and maintenance of HR toolkits, templates, and manager resources.
• Coordinate HR communications related to programs, initiatives, and organizational updates.
• Contribute to continuous improvement initiatives across HR processes, workflows, and service delivery models.
• Support HR technology initiatives, including system enhancements, testing, and process optimization.

HR Analytics, Reporting & Insights

• Develop and maintain HR dashboards and reports for recruiting, turnover, headcount, and workforce metrics.
• Analyze HR data to identify trends, risks, and opportunities for improvement.
• Produce recurring and ad hoc reports for HRBP and leadership decision-making.
• Translate data into actionable insights and executive-ready summaries.
• Aid in building standardized reporting tools using Excel and/or HR systems.
• Identify opportunities to improve data integrity, consistency, and reporting automation.

HR Business Partnership Support

• Serve as a first-line HR resource for managers regarding HR processes, recruiting, and workforce coordination.
• Support HR Business Partner in execution of workforce planning discussions and staffing strategies.
• Identify workforce trends, turnover patterns, and retention risks.
• Provide input into employee relations cases when appropriate and escalate complex matters to HRBP or HR Generalist.
• Support manager capability development through tools, templates, and coaching materials.
• Contribute to retention and engagement initiatives at site level.

HR Operations & Compliance Support

• Maintain accuracy of ATS and HRIS data related to recruiting and onboarding.
• Ensure compliance with documentation standards and audit readiness requirements.
• Support HR file maintenance and employee record accuracy in coordination with HR Generalist.
• Aid in leave administration coordination, workers’ compensation documentation, and compliance tracking as needed.
• Ensure confidentiality and appropriate handling of sensitive employee and candidate data.

Employee Experience & Onboarding Support

• Support onboarding experience design and continuous improvement efforts.
• Coordinate onboarding activities in partnership with HR Generalist and hiring managers.
• Track new hire experience and early retention indicators.
• Assist with employee engagement and recognition initiatives.
• Identify opportunities to improve onboarding effectiveness and integration.