HR Business Partner: Senior Manager

Big Green Egg, Inc.•Atlanta, GA

About The Position

Big Green Egg is the world's leading ultra-premium ceramic kamado-style grill and smoker, beloved by backyard enthusiasts and professional chefs alike. With a passionate global community known as "EGGheads," our brand sits at the intersection of craftsmanship, culinary culture, and outdoor living. As we continue to grow, we are building the people infrastructure to match the ambition and soul of our brand. This role is central to that mission. This is a high-impact, highly visible individual contributor role for an experienced HR professional who thrives without a large team beneath them — someone who rolls up their sleeves, builds trust quickly at the leadership level, and drives meaningful people outcomes through influence, expertise, and partnership rather than organizational authority. Senior Manager, HR Business Partner will serve as the primary strategic HR partner for the business. You will be a critical voice in shaping how we attract, develop, retain, and organize our talent. This is not a role for someone looking to manage a team or oversee HR operations. It is a role for someone who wants to be in the room, advising leaders, solving complex people challenges, and building the connective tissue between business strategy and human capital execution.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field required.
8+ years of progressive HR experience, with substantial time in a senior business partner, HR generalist, or strategic HR advisory role.
Demonstrated success operating as an individual contributor at a senior level — able to drive impact without direct reports.
Knowledge of employment law and HR compliance practices.
Analytically minded with the ability to turn data into actionable insights.
Highly organized and self-directed; comfortable operating with ambiguity and building structure where little exists.
Outstanding written and verbal communication skills.
Low ego, high impact orientation — this role requires someone who leads through influence.
Exceptional executive presence and ability to build credibility quickly with team members at all levels of the company.

Nice To Haves

SHRM-SCP, SPHR, or equivalent HR certification a plus.
Experience working in consumer products, retail, lifestyle, food/beverage, or similarly brand-driven business a strong plus.
Prior exposure to a scaling, entrepreneurial, or private-equity-backed environment is highly valued.

Responsibilities

Serve as a trusted advisor to senior business leaders, translating business priorities into actionable, measurable people strategies.
Shape the overall People & Culture agenda as the function builds out.
Proactively identify organizational risks and opportunities, bringing forward recommendations rather than waiting to be asked.
Partner with CEO and Executive Leaders team in workforce planning efforts, ensuring the right talent is in the right roles to support current and future business needs.
Drive succession planning and leadership pipeline development across key functions.
Advise on organizational design, including structure, spans of control, and role clarity, as the company evolves.
Champion and continuously improve performance management systems that are fair, transparent, and tied to business outcomes.
Coach leaders on how to give meaningful feedback, manage performance constructively, and make differentiated talent decisions.
Advise on complex and sensitive employee relations matters, balancing legal risk with human judgment.
Ensure consistent application of company policies and compliance with federal, state, and local employment law.
Partner with General Counsel on matters requiring escalated guidance.
Leverage HR metrics, engagement data, and talent analytics to surface insights and inform leadership decisions.
Track trends in turnover, engagement, hiring, and performance — and translate data into clear narratives that drive action.
Lead and support organizational change initiatives, helping leaders bring their teams through transitions effectively.
Act as a culture carrier for Big Green Egg, reinforcing the values and community spirit that define the brand internally as well as externally.
Collaborate with leadership on compensation decisions, ensuring internal equity and market competitiveness.
Support retention strategies through a nuanced understanding of what motivates Big Green Egg's workforce.