Strategic partner: Work with business leaders to develop and implement effective people strategies aligned with business objectives. Act as an internal consultant on strategic HR issues, such as organizational development, talent management, and change management. Use business knowledge to provide data-driven insights and recommend solutions. Talent management: Partner with managers on workforce planning and talent acquisition, including recruiting and onboarding. Develop and implement programs for employee development, career growth, and succession planning for high-potential talent. Manage performance management cycles and provide coaching to employees and managers. Employee relations and engagement: Serve as a point of contact for employees and managers, addressing a range of issues and fostering a positive work environment. Support managers in handling employee relations issues and exit processes. Champion initiatives that improve employee engagement, productivity, and company culture. HR operations and compliance: Provide guidance on HR policies, compliance, and legal requirements. Collaborate with other HR functions (like payroll, benefits, and HRIS) to provide solutions. Support and manage annual HR cycle deliverables, such as performance reviews and compensation planning. Change management: Lead and support change initiatives within their assigned business area. Coach leaders and employees through organizational changes.