Job DescriptionRole PurposeThe HR Manager plays a central role in supporting client groups through strong HR partnership, sound employee relations guidance, and effective management of annual people processes. Working closely with the Vice President, Human Resources, this role provides day-to-day support to managers and employees, coaches leaders on people and performance matters, and oversees core HR cycles including performance management, compensation planning, engagement, and development initiatives. The ideal candidate demonstrates solid judgment, clear communication, and the ability to balance multiple stakeholders while fostering a positive, people-centered environment. They also contribute to impactful programming and communication efforts that strengthen connection, enhance the overall employee experience, and help create a culture where employees can thrive.
Key Responsibilities:Client Group Support- Serve as the day-to-day HR partner for selected business units, working closely with the Regional Vice President, Human Resources to support business and people priorities.
- Provide managers with insight-driven HR guidance and thoughtful coaching to influence decision-making on people, performance, and organizational issues.
- Build trusting, supportive relationships with leaders and employees; proactively identify themes and recommend thoughtful, practical solutions.
- Identify trends and anticipate challenges to strengthen team effectiveness and elevate the overall employee experience.
- Deliver consistent, high-quality HR support while ensuring alignment and cohesion across teams.
Employee Engagement & Programming - Own and execute employee-engagement programming that strengthens connection, culture, and belonging.
- Translate engagement survey insights into action through leader partnerships and follow-through.
- Support consistent HR communications that reinforce alignment and trust.
Annual HR Programs - Support execution of annual HR processes: performance reviews, compensation planning, engagement surveys, development planning, and compliance requirements.
- Own timelines, communications, and report preparation for assigned processes.
- Track deliverables for client groups and escalate risks or delays as needed.
Employee Relations & Policy Support- Ensure the consistent and fair application of HR policies, practices, and company standards across client groups.
- Manage complex employee relations matters using sound judgment, objective assessment, and strong documentation.
- Provide clear guidance to managers and employees on policies and practices to support fairness, consistency, and compliance.
- Partner with Legal and HR leadership on escalated issues, investigations, and sensitive matters as needed.
HR Operations & Systems- Lead employee lifecycle transaction management, including promotions, job changes, compensation updates, terminations, and leave-of-absence processes.
- Audit employee data for accuracy and compliance; partner with HR Operations and IT to resolve issues and maintain data integrity.
- Maintain up-to-date organizational charts, headcount reports, and HR analytics to support business insights and operational excellence.
Talent Acquisition Partnership- Partner with Talent Acquisition on recruitment needs, including intake/kickoff meetings, aligned job postings, and interview support as needed.
- Track staffing activity, approvals, and onboarding needs for assigned client groups.
- Manage temporary staffing needs by partnering with temp staffing agencies and hiring managers.
Talent Development & Program Management - Partner with the Talent Development team to develop or facilitate small- to medium-scale trainings, workshops, and talent development sessions (e.g., new manager tools, engagement programs, skill-building sessions).
- Support the design or adaptation of HR team programs (e.g. mentorship programs, development series, or culture/inclusion initiatives).
- Analyze engagement insights and partner with the HR team to recommend development solutions for client groups.
- Lead or support HR-driven initiatives such as focus groups, survey analysis, organizational projects, and cross-functional programs.
- Manage timelines, communications, and stakeholder updates for assigned projects/offsites or facilitations.
QualificationsBasic Requirements:- 5+ years of experience as an HR Business Partner.
- Solid proficiency with HR systems, PowerPoint and Excel.
- Experience in HR operations, employee support, or talent development/facilitation.
Desired Characteristics:- Bachelor's degree.
- Exceptional systems and analytical capabilities, with the ability to translate data into actionable insights.
- Confident facilitator with excellent communication and presentation skills.
- Highly organized, detail-oriented, and effective at managing multiple priorities.
- Excellent conflict-resolution and interpersonal coaching skills, with the ability to counsel employees and managers.
- Proactive, resourceful, and adaptable in a fast-paced environment.
- High integrity and sound judgment, with the ability to handle confidential information responsibly.
- Experience creating or supporting programs that strengthen employee engagement is a plus.
Additional InformationAs part of our selection process, external candidates may be required to attend an in-person interview with an NBCUniversal employee at one of our locations prior to a hiring decision.
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