Temporary Human Resources Business Partner; HRBP

Who We Are

At Brooks, we believe movement is the key to feeling more alive. That’s why we’re driven to create gear and experiences that take people to the place that makes them feel more alive — whether it’s a headspace, a feeling, or a finish line.

Everyone who works at Brooks is propelled by a company culture that sparks excitement, fuels collaboration, inspires creativity, and ignites innovation.

Our brand values help bond us together and drive our success:

• Runner First
  • We act in the best interest of the runner
• Word is Bond
  • We do what we say we’ll do
• Champion Heart
  • We give our all in everything we do
• There is no 'I' in Run
  • We stay generous with our humanity
• Keep Moving
  • We find ways to move every day, because joy is kinetic!

We welcome everyone from every walk of life looking to inspire others through the power of movement - because we’re all moving towards something. Let’s run there.

Note:
This is a temporary assignment (6-8 months).

As a temporary HR Business Partner, you will act as a trusted HR advisor to assigned client groups, supporting leaders and managers through the delivery of core and medium complexity HR programs. You will partner closely with client leaders, HRPs, HR Centers of Excellence (CoEs), and people operations to translate business priorities into effective people solutions.

You will balance hands‑on execution with growing strategic impact, applying solid business acumen, strong judgment, and a consultative mindset to support organizational effectiveness, talent planning, and employee experience. You will contribute to people plans aligned with business objectives while continuing to build confidence, independence, and influence in increasingly complex work.

• Act as the primary HR advisor for assigned client groups, partnering with leaders and managers on people related needs aligned to business priorities.
• Support leaders in talent, performance, and organizational effectiveness conversations, escalating complexity as appropriate while building independent decision-making.
• Translate HR programs, processes, and policies into practical guidance for leaders and managers, ensuring clarity, consistency, and effective adoption. This includes a strong understanding of core principles, processes, and practices of HR CoE work streams to advise leaders on decisions and options.
• Understand our People Path and ensure application of Access and Opportunity principles and practices.
• Develop an understanding of the business, team dynamics, and operating environment to inform HR recommendations and partnership.

• Support and execute workforce initiatives such as reorganizations and restructures in partnership with HR CoEs, partners, and appropriate leaders.
• Execute and support medium‑complexity HR initiatives and projects, including annual HR programs (e.g., merit cycles, engagement surveys, and talent reviews).
• Partner with leaders and HR partners to support workforce planning discussions, hiring needs, and organizational changes.
• Gather feedback and insights from the business to inform improvements to HR programs, tools, and processes.
• Partner with hiring managers to support recruiting needs for new roles and backfills, helping leaders understand organizational considerations and implications.
• Support job description development and reviews in partnership with compensation and recruiting, ensuring alignment with role scope and leveling, including providing partners with context and headcount data to support compensation reviews and analysis. This work includes an assessment of org structure and design, representation of fair pay practices (i.e. utilizing a pay equity lens), and ensuring clear communication and partnership with HR CoE team members.

• Use HR and business metrics to inform recommendations, support workforce planning, and identify trends or opportunities within client groups.
• Surface insights and patterns to HR and client leadership; elevate systemic themes as appropriate.
• Identify process gaps or inefficiencies and partner with HR colleagues to implement improvements.…