HR Business Partner

Cynet Systems•Rancho Cordova, CA

About The Position

This contingent role provides HR Business Partner coverage during a leave, ensuring continuity of day-to-day HR support, leader advising, and employee lifecycle activities for assigned business groups. The HRBP will operate as an individual contributor, partnering with managers and employees while collaborating with HR Centers of Excellence (COEs) to execute established HR programs, processes, and policies. The focus of this role is steady-state execution and consultative support, not people management or HR strategy ownership.

Requirements

Prior experience in an HR Business Partner or HR Generalist role.
Experience operating as an individual contributor supporting managers and employees.
Familiarity working with HR COEs in a matrixed HR model.
Comfort stepping into an existing employee population and operating quickly with minimal ramp time.
Business Acumen – understands organizational priorities and applies HR solutions accordingly.
Employee Relations – experience supporting performance, conduct, and workplace concerns.
Employment & Labor Law Knowledge – applied at a practical, advisory level.
HR Programs & Policies – strong working knowledge and consistent application.
Data Analytics – ability to interpret HR data and use insights to inform guidance.
Communication & Problem Solving – clear, confident, and solutions-oriented.

Nice To Haves

Experience providing interim or leave-coverage HR support.
Strong judgment and comfort handling sensitive employee matters.
Experience supporting fast-paced or technical organizations, preferred.

Responsibilities

Serve as the primary HR point of contact for assigned managers and employees during the leave period.
Provide credible, practical HR guidance aligned to business priorities, company policies, and standard HR practices.
Act as a connector between the business and HR COEs to ensure timely and effective resolution of people-related needs.
Advise managers and employees on performance management, attendance issues, employee relations concerns, and corporate people movement.
Support performance improvement actions, corrective actions, and involuntary exits in partnership with Employee Relations as needed.
Promote a respectful, inclusive, and values-based work environment.
Support talent lifecycle activities including hiring coordination, internal mobility, onboarding transitions, and separation processes.
Assist managers in preparing for talent review discussions and support follow-through on development actions.
Partner with Talent Acquisition and other COEs to support recruiting and workforce needs, with execution support only and not strategy ownership.
Use existing HR data, dashboards, and sensing tools to identify trends related to engagement, retention, and workforce health.
Surface insights and risks to leaders and HR stakeholders with clear recommendations for action.
Encourage positive employee engagement by maintaining presence, approachability, and responsiveness.
Execute standards-based HR programs and processes consistently across the employee lifecycle.
Ensure documentation, processes, and decisions comply with employment laws, company policies, and HR guidelines.
Maintain clear documentation and handoffs to support continuity before and after the leave period.