Description

ESSENTIAL DUTIES AND RESPONSIBILITIES

The essential functions include, but are not limited to the following:

• Build strong relationships with business leaders and cross-functional partners while delivering excellent employee service
• Maintain a visible and accessible HR presence, serving as the primary point of contact for managers and employees, providing guidance on HR policies, procedures and employment practices while building trusted relationships and staying closely connected to emerging people needs and priorities.
• Strengthen employee experience, cultural integration, and belonging, through effective onboarding, employee listening, communication, recognition, engagement, wellbeing, and culture initiatives in partnership with HR colleagues and business partners
• Support and/or lead routine and moderately complex employee relations matters, including investigations, disciplinary meetings, and terminations, escalating sensitive and complex matters as appropriate
• Coach managers on probation reviews, performance management, attendance, conduct, documentation, and performance improvement plans
• Independently manage employee lifecycle processes including onboarding, transfers, promotions, leave administration, and offboarding
• Maintain accurate HR records, documentation, and employee data across HR systems, ensuring data integrity and compliance
• Support workforce changes, organizational updates, and other employee movement initiatives
• Maintain and update the employee handbook, HR policies, job description library, and process documentation
• Generate HR reports, analyze workforce trends, and identify opportunities for process improvement
• Partner with Talent Acquisition and hiring managers to support onboarding and internal mobility activities
• Support audits, compliance activities, HR system implementations, policy rollouts, and other HR projects as assigned
• Job duties may vary based on regional or local business requirements while maintaining the core responsibilities and expectations of the role

MINIMUM QUALIFICATIONS (KNOWLEDGE, SKILLS, AND ABILITIES)

• Bachelor’s degree in Human Resources, Business Administration, or related field
• Typically 4–6 years of progressive Human Resources experience
• Experience across multiple HR disciplines, including employee relations, performance management, talent management, employee engagement, organizational change, and HR operations
• Demonstrated business acumen and curiosity, with the ability to understand business priorities and translate them into relevant people implications and actions
• Strong understanding of employment legislation and HR compliance. with the ability to apply policy and employment practices using sound judgement
• Excellent communication, coaching, interpersonal, and organizational skills with the ability to engage effectively across different employee populations
• Strong analytical and problem-solving skills with the ability to interpret workforce data and employee insights and translate them into practical recommendations
• Strong customer service orientation with the ability to build trusted relationships across the business
• Ability to work independently in a fast-paced environment while managing multiple priorities
• Experience administering HRIS platforms such as Workday, UKG Pro, or similar systems
• High level of integrity and ability to handle confidential information
• Proficiency in Microsoft Office applications
• HR certification preferred

At our core, Trintechers stand committed to fostering a culture rooted in our core values – Humble, Empowered, Reliable, and Open. Together, these values guide our actions, define our identity, and inspire us to continuously strive for excellence in everything we do.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin or disability.