Job Description

Job Description:

The Human Resources Business Partner (HRBP) is responsible for collaborating with business leaders across the company to deliver talent insights, provide thought partnership, and ensure that our People-driven strategies are effectively aligned with Etsy’s overall business strategies, needs, and goals. This exempt role is a part of Etsy’ People team.

Duties & Responsibilities

The HRBP has responsibility for supporting one or more line(s) of business, or group(s) of employees, across the company, in coordination their management chain. For each of these partner organizations, the HRBP acts as the secondary People team contact for senior leaders in that organization and is a primary or secondary contact for managers. The HRBP works with their manager or Sr. HRBP on their team to understand the business, while building strong and trusted relationships across teams, organizations, and management levels. Additionally, for each of these partner organizations the HRBP has the following responsibilities:

Organizational Partnership & Effectiveness

• Support their manager and/or Sr. HRBP on organizational design, or redesign, work intended to continuously align the workforce, workload, workflow, and related operations with business needs as strategies change. May provide support on job analysis, talent gaps, team realignments, change management, and/or communications.
• Work with managers and their manager/Sr. HRBP to ensure that staffing needs in the business are appropriately scoped and leveled, considered for internal mobility opportunities, prior to or in support of recruitment by the Talent Acquisition team. Depending on Org, support and/or manage headcount and open positions.
• Attend select business line or team meetings to provide support and context respective to People team strategies; or to become more proficient on business-line specific activities and strategies.
• Support the compilation, development, and monitoring of HR analytics and business insights related to performance, staffing, spend, and related. Work with the broader People team to develop or implement the necessary data or dashboards needed for these sessions.
  
  

Performance Management and Metrics

• Reinforce the understanding of recurring performance management and related processes (goal setting, quarterly check-ins, feedback), through discussions with managers and employees, and by providing preparation and support for trainings and/or information sessions.
• During the annual performance cycle, works with managers and employees to communicate or reinforce timelines and process, respond to questions, support and prepare for rating calibration sessions, and provide guidance on promotion, leveling, titling, and compensation decisions.
• Work collaboratively with the HRIS, Compensation, and L&E teams during the duration of the performance process to support operational efficiency and a broad company understanding of the overall performance life cycle.
  
  

Labor and Employee Relations

• Provide support on employee relations issues sensitively and effectively, by working with their manager, HRBP, employee relations, leaders, managers, and employment counsel as needed.
• May counsel managers on performance considerations and questions that are less complex.
• Support managers in writing, editing and delivering performance improvement plans.
• Support the investigation and research of complaints or grievances.
• Should an involuntary termination become necessary, works with their manager or Sr. HRBP and broader operations and workplace teams to support the process, termination, and all associated operational processing.
  
  

Operational Oversight

• On behalf of the partner business organization, initiate or complete the processing of personnel actions (e.g., salary changes, position changes, manager changes) by appropriate request, either in Workday or via email.
• Work with their manager or Sr. HRBP to partner with the people team shared services (HRIS, payroll, generalists), and centers of excellence (benefits, compensation) teams to consider implications of business line activities and HR needs and determine the appropriate course of action on complex operational, processing, or subject matter-specific issues or situations (e.g., reorgs - timing, titling, compensation).
• Be responsive to escalated requests in HR communication forums (e.g. slack, HR@). When necessary, act as a backup for primary responders in those forums.
  
  

Strategic Company Initiatives

• In addition to ongoing support of the partner organization(s) and associated employees, the. HRBP may contribute to cross-company strategic People-team initiatives.
• The HRBP will join these working groups to collaborate and develop new solutions, improve processes, or realize efficiencies possible across existing People team programs and processes that are ultimately impactful cross-company.
  
  

Requirements

The HRBP must have had at least 4 years of experience working as an HR Generalist, HRBP, or with some specialist experience across a number of HR functional areas. The HRBP must demonstrate sound judgment, the ability to negotiate sensitive situations appropriately, confidence, and poise under difficult circumstances. The role requires a bachelor’s degree.

About The Role & Team

This role sits on the Prod/Eng HRBP team and will support the Product team (200+ people made up of Product Management, Research and Product Design)

Details/Notes

• Leave request or general support? Leave Request
• Open to remote/flex/on-site? Flex ideally, remote as a second resort
• Any specific time zone requirements/working hours? As close to EST as possible
• Specific tool requirements & programs/software used? Workday would be nice!
• Required certifications? N/A
• Is there a possibility for an extension and/or permanent role in the future? Never say no!
• Interview process - Will interview with 3 people.
  
  

Vendors, Please Note: If you are submitting candidates that have previously contracted or worked at Etsy, please email tapshelp@etsy.com to verify rehire eligibility, and to add their previous contractor or workday employee identification number to the candidate’s profile. Candidates without this information will not be able to receive an offer prior to verification.