This position is a hybrid in-office role that works out of our Headquarters in Boston, MA (this role is not a virtual / remote position). Monday to Thursday in office / Friday WFH.

Who We Are

Our mission as a Global Talent Management organization is to support our people as individuals, members of teams, and as part of Wayfair. We seek to enhance productivity and retention by promoting employee welfare and inclusion, fostering collaboration and innovation, and driving employee professional growth - reflecting our commitment to our key business drivers, our customers, and our shareholders.

As an Associate HR Business Partner within the Talent Management Team, you will impact the lives of every Wayfair team member through your high level of knowledge of the business within your remit. You will also partner with managers to guide and coach them on concerns and inquiries, as well as train them on policies, benefits, and conduct so that they can help their associates with day to day questions. Engaging and managing talent relations, spotting trends and driving change as a result of that analysis will also be key to your success in continuing to make Wayfair a “best place to work!"

This role will be instrumental working cross functionally to establish and drive the culture of the departments.

What You'll Do

Support the employee lifecycle for the Corporate Supply Chain and Stores work groups (approximately 350 Headcount) who primarily sit in the Boston corporate office, to include onboarding, performance development, performance management, and offboarding.  You will also execute projects and cyclical programs, monitor compliance, and provide the business with tools, data, and consultancy to enable their success.

• Employee Life Cycle Support: participate and support Onboarding Programs, provide tools and guidance to managers on expectation setting and performance management, conduct Stay and Exit interviews to gather feedback and flag trends.

  • Engage in the onboarding experience for People Leaders and the Campus Hire Onboarding program

  • Socialize existing tools, coaching leaders on usage

  • Set up interviews to collect insight, recording in tracker, 

• Support execution of cyclical Talent programming: Performance Review Cycle, Compensation Cycle, Talent Planning, Campus Hiring & Onboarding, and Engagement Survey.  Serve as a subject matter expert to field questions, provide data, propose solutions, flag inequities, draft communications, provide education etc. 

  • Generate TP data and materials, participate in discussions, provide recommendations and recaps.

  • Support Perf Cycle planning: audit / correct data with managers to ensure streamlined processing of workday tasks, create and schedule Calibration cohorts, support calibration sessions ensuring bias-free discussion and answer questions.  Facilitate training, hold mock calibrations, etc.  Conduct outreach to managers post cycle to address poor performers.

  • Support Campus Hiring Program: understanding department staffing strategy, providing costs to leaders, capturing approvals, and liaising with Campus TA on needs and feedback.  Educate managers on responsibilities and expectations for managing campus hires, participate in calibration sessions to ensure we extend offers to high potentials

  • Ensure data accuracy prior to Voice survey launch, encourage and monitor participation, analyze results with the use of AI, generate presentations leaders can use for All Hands, provide Action Plan recommendations

• Provide consultancy to Managers on performance management activities to recommend strategy to improve underperformance, enabling their appropriate decision-making, and coaching them on messaging and documentation.  Ensure fairness, consistency, and compliance while considering the bigger picture as well as the employee experience.

  • Help managers determine appropriate path forward to improve under performers

  • Review performance documentation they craft 

  • Devise offboarding strategy to protect employee experience, manage Separation Agreements and severance processing

  • Liaise with GMI and Legal when directed

• Manage and resolve basic employee relations matters to include policy clarifications, general complaints, and investigations, escalating when appropriate.  Utilize our technology to respond and track casework and provide coaching to all parties as needed.

  • Investigate basic ER cases (complaints), managing E2E which may include offboarding

  • Partner with manager and legal as necessary  

  • Manage ADA / LOA / RTO cases with ERC, liaising between ERC, Employee, and Business and escalating to Sr TBP as appropriate

  • Manage Visa / immigration cases

  • Use SNOW to track casework

  • Conflict resolution, mediation

  • Help writing CAFs and Separation reports

• Audit and maintain accuracy of Employee Records using various HRIS systems. Manage our team’s general email box, Workday inbox, and SOPs.  

  • Conduct regular workday audits and work with managers to correct

  • Request new Cost Centers and Workgroups from HRIS

  • Process data changes in WD 

  • Educate leaders on self-service functions

  • Monitor our WD and email inboxes, complete all tasks

  • Submit tickets to make systemic changes (SNOW assignment groups for example)

  • Ensure our SOPs/Playbooks stay updated to drive standardization and efficiency

• Run reports, track metrics, conduct basic analyses to interpret data, and report out trends, successes, lessons learned, etc. Support maintenance of budget tools using various reports and their compilation.

  • Rosters

  • Perf Review data

  • Visier

  • Teach managers how to create automated Workday reports

  • Generate and review corporate scorecard monthly

• Serve as a liaison between central talent functions and the business, synthesizing and cascading information.  Integrate with departments to identify areas needing talent intervention, understand engagement gaps, and to participate in improvement strategies such as the curation and facilitation of soft skill training.

  • Attend select team meetings, All Hands, OffSites, etc. to share updates; contribute to their newsletters

  • Conduct Focus Groups

  • Design programs or processes 

  • Facilitate training to upskill leaders / employees

• Support Talent Project Work that impacts broader Talent Team

  • Participate in multiple workstreams simultaneously

  • OKRs, SABRs

• Support org design and structural changes, preserving employee experience, mitigating risk, and helping teams navigate change.

  • Reorg tickets

  • Severance conversations

  • Processing job changes, corresponding with Compensation to assess impacts

  • Flagging visible risks, contributing to business decisions with individual context (employee history, track record, etc.)

  • Generate talking points for managers

• Contribute to additional and adhoc workstreams, tasks, and initiatives as assigned.

  • Examples may be: sourcing / curating onboarding or training material for an org-specific request; develop tools, SOPs, or playbooks; facilitate data integrity initiatives; construct surveys, and other random stuff that pops up!

What You'll Need

• 3+ years experience in a dedicated HR Generalist role

• Bachelor’s degree in Human Resources Management, or related field, preferred

• PHR, SPHR, or SHRM-CP preferred

• Ability to use independent judgment, problem-solve, be creative and answer questions

• Proven ability to effectively and respectfully partner with individuals at varying levels within an organization

• Comfortable adapting to change in a fast-paced, dynamic and ambiguous environment

• Outstanding interpersonal, verbal, and especially written communication skills

• Excellent computer skills including Google Suite and HRIS systems

• Ability to travel approximately 25% of the time