Human Resources Intern

Purpose of the Job

The HR Intern provides day-to-day support to the local Human Resources team across generalist activities, talent acquisition, HR administration and employee-focused projects. Under the guidance of the HR Business Partner and other designated HR colleagues, the intern helps deliver accurate, timely and confidential HR support while gaining practical experience in a site-based HR environment.

The role supports established processes and assigned projects. It does not independently make employment decisions, provide authoritative employee-relations or legal advice, or approve changes to HR policies or records.

Key Roles and Responsibilities

Responsible

• Complete assigned HR administrative tasks accurately and within agreed timelines, following applicable procedures and confidentiality requirements.

• Maintain and update designated trackers, templates and records, escalating missing, inconsistent or sensitive information to the supervisor.

• Prepare routine correspondence, meeting materials, reports and presentations using approved information and templates.

• Organize own workload, communicate progress and raise questions or delays promptly.

Accountable

• Take responsibility for the accuracy, completeness and timely delivery of the intern’s own assigned work, subject to review and guidance from the supervisor.

• Handle personal and confidential information only for authorized work purposes and in accordance with applicable privacy, information-security and records-handling requirements.

• Follow established HR, safety, quality and conduct requirements, and promptly escalate concerns or requests outside the role’s authority.

Support

• Support recruitment administration, such as coordinating interview logistics, preparing approved job-posting materials, maintaining candidate-process trackers and communicating routine scheduling information.

• Assist with onboarding and offboarding coordination, including preparing checklists and materials and tracking completion of assigned steps.

• Support employee inquiries by directing employees to the appropriate HR contact or approved information; refer sensitive, complex or employment-decision matters to the HR Business Partner or designated HR colleague.

• Assist with HR data entry, document organization and routine reporting, applying required checks and access controls.

• Help coordinate training, employee communications, engagement activities and local HR projects as assigned.

• Gather information and prepare summaries for HR initiatives; do not independently interpret policy, recommend employment outcomes or communicate unapproved commitments.

Key Figures and Interfaces

• People / leadership scope: No direct reports; supports HR colleagues and employees at the local site.

• Financial / resource scope: No independent budget, headcount, hiring or compensation approval authority. Any project or purchasing support is limited to assigned tasks and delegated controls.

• Process scope: Assigned administrative and coordination activities within local HR processes; work is performed with guidance and appropriate review.

• Key interfaces: HR Business Partner, local HR team, hiring managers, employees, candidates and relevant site support teams.

Impact on the Business

The role contributes indirectly to the effectiveness of local HR services by helping keep routine processes, records and coordination activities accurate and timely. Its work can support a positive candidate and employee experience and help the HR team focus on higher-complexity matters. The intern does not own business results, staffing decisions, employee-relations outcomes, HR policy, compensation decisions or compliance determinations.

Internal Interfaces

• HR Business Partner and local HR colleagues for priorities, review, guidance and escalation.

• Hiring managers and interviewers for recruitment coordination and routine process information.

• Employees and managers for basic process guidance and referral to the appropriate HR contact.

• Site functions such as Finance, Payroll, IT, Facilities, Communications or Learning teams when coordination is required and authorized.

External Interfaces

• Candidates for routine interview scheduling or approved process updates.

• External recruiting, training or other service providers only when assigned and under the guidance of an HR colleague.

• Educational institutions or career services only when relevant to assigned recruitment or outreach activities.

Job Requirements

Required

• Currently pursuing, or recently completed, studies in Human Resources, Business Administration, Psychology, Social Sciences or a related field; equivalent relevant study may be considered.

• Strong organization, attention to detail and follow-through.

• Clear, respectful written and verbal communication skills.

• Basic proficiency with common office productivity tools and willingness to learn HR systems.

• Ability to handle confidential information responsibly and to seek guidance when unsure.

• Professional, inclusive and service-oriented approach when interacting with employees, candidates and colleagues.

Preferred

• Previous internship, student-work or project experience in HR, administration, recruiting or customer support.

• Familiarity with spreadsheets, document management, presentations or HR information systems.

• Experience working with people from different teams, backgrounds or locations.

Communication & Decision-making Power

Communicates routine, approved process information and coordinates assigned activities; refers sensitive or non-routine matters to the HR Business Partner or designated HR colleague. Has discretion over the organization of own tasks but no authority to make or approve employment, policy, compensation or hiring decisions.

Innovation & Complexity

Work is generally structured and process-oriented, with recurring administrative and coordination tasks. The intern applies care and judgment to identify errors, incomplete information or process issues, and escalates exceptions; improvements may be suggested for review but are not implemented independently where approval is required.

Knowledge, Experience & Certifications / Licenses

• Foundational understanding of HR concepts through relevant study or experience.

• Ability to learn local HR procedures, terminology and systems.

• Awareness of the importance of privacy, confidentiality, accurate recordkeeping and respectful treatment; required training will be provided or assigned locally.

• No professional certification or license is required for the role.

Working Conditions & Risks

Primarily office-based or hybrid, subject to local site arrangements. The role involves regular computer use and handling confidential employee and candidate information. Site visits or access to operational areas may occur where relevant and will follow local safety, access and personal protective equipment requirements. Working hours, location arrangements and any travel are to be confirmed locally.