HR Business Partner Manager

Black Duck Software•Atlanta, NC

8d•$110,600 - $165,900

About The Position

Black Duck Software, Inc. helps organizations build secure, high-quality software, minimizing risks while maximizing speed and productivity. Black Duck, a recognized pioneer in application security, provides SAST, SCA, and DAST solutions that enable teams to quickly find and fix vulnerabilities and defects in proprietary code, open source components, and application behavior. With a combination of industry-leading tools, services, and expertise, only Black Duck helps organizations maximize security and quality in DevSecOps and throughout the software development life cycle. The HR Business Partner Manager will be responsible for developing and executing HR strategies focused on business consultation and delivery of HR programs and processes in the areas of employee and labor relations, compliance and restructuring, organizational effectiveness, talent management and succession planning initiatives. To succeed, you will need a flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field
Proven experience as an HR Manager or similar role, with a strong understanding of HR practices and employment legislation.
Excellent interpersonal and communication skills, with the ability to build relationships at all levels.
Strong problem-solving and decision-making abilities.
Proficient in HR software and tools (e.g., HRIS, ATS)
Ability to handle sensitive situations with tact and confidentiality.

Nice To Haves

HR certification (e.g., SHRM-CP, PHR) is a plus.

Responsibilities

Consultation and Support: Provide proactive HR consulting to leaders and employees, addressing HR-related queries and concerns while fostering a collaborative workplace culture.
Talent Management: Collaborate with management on workforce planning, talent acquisition, development, and retention strategies to ensure the business has the right talent in place.
Data Analysis: Use HR metrics and analytics to evaluate and improve HR processes and support business decisions.
Performance Management: Utilize performance management systems, providing guidance on performance evaluations, feedback processes, and professional development plans.
Policy Implementation: Ensure compliance with company policies, procedures, and applicable employment laws, providing guidance to management on HR-related issues.
Immigration Support
Training and Development: Identify training needs and facilitate employee development programs to enhance workforce skills and competencies.
Workplace culture: Implement and manage employee engagement programs to foster a positive work environment.
Conflict Resolution: Mediate employee relations issues and conflicts, providing support and solutions in accordance with company policies.
Operational Drive: Assist with the maintenance of employee records, HR databases, ensuring data accuracy, assist with HRIS maintenance, report generation, ADP data entry, Onboarding & Offboarding, maintaining and providing the appropriate resources for new hires, and terms.