Strategic HR Support for Catalog Operations
• Act as the primary HR partner for the Catalog Operations team, supporting workforce planning, team structuring, and org effectiveness initiatives.
• Provide data-driven insights and HR expertise to help leadership solve business challenges, scale teams, and improve operational agility.
• Understand the nuances of catalog data management and tailor HR solutions to the team’s pace, processes, and quality expectations.

Performance Management
1) Probation Review Oversight:
• Collaborate with managers to define probation goals and assessment criteria for new hires.
• Guide consistent and timely completion of probation evaluations, and support outcome decisions based on performance.
2) Annual Performance Review Process:
• Lead the catalog org through the performance cycle — goal setting, mid-year reviews, year-end evaluations, and calibration.
• Partner with leaders to identify high-potential talent and address performance gaps early.
• Help foster an environment of continuous improvement, recognizing team members for precision, speed, and problem-solving.
3) Performance Improvement Plans (PIPs):
• Provide hands-on support to managers in designing and executing PIPs.
• Ensure documentation, timelines, and outcomes align with policy, fairness, and compliance standards.
• Coach managers on delivering difficult feedback and leading with accountability and empathy.

Dispatch Worker Management
• Serve as the liaison between internal teams and third-party vendors or dispatch agencies to manage contingent catalog workforce.
• Monitor dispatch worker performance, headcount, and contract compliance to ensure alignment with operational targets.
• Coordinate onboarding, access provisioning, and training to ensure dispatch workers are productive and compliant from day one.
• Address workforce-related issues such as attendance, productivity, or behavior in collaboration with agency partners.
• Ensure that dispatch worker management complies with labor laws, contract terms, and internal policy standards, minimizing legal risk.

Employee Relations & Culture
• Serve as a trusted advisor to employees and managers on HR matters including feedback, discipline, grievance handling, and engagement.
• Promote a culture of accountability, inclusivity, and excellence — balancing high-performance expectations with employee well-being.
• Analyze engagement survey results and develop localized action plans to improve team morale and retention.

Operational HR & Compliance
• Ensure adherence to company policies, employment laws, and labor regulations — particularly relevant for process-driven, non-exempt teams.
• Partner with payroll, benefits, and compliance teams to manage leaves, attendance, scheduling, and shift policies (if applicable).
• Continuously improve HR processes to better support catalog operations at scale.