HR Business Partner

REPAY•Atlanta, GA

2d•Hybrid

About The Position

The HR Business Partner serves as a strategic partner to assigned business units, working closely with leaders to translate business priorities into effective people strategies. This role provides guidance and support across performance management, organizational effectiveness, talent planning, management coaching, and other key people initiatives. The HR Business Partner is expected to understand the business, anticipate people-related needs, identify trends and risks, and provide practical recommendations that help leaders build strong teams and achieve business objectives. This role will also lead and support strategic HR projects that may span individual business units or the broader organization.

Requirements

Must have proven experience serving as an HR Business Partner and advising leaders and managers on workforce, talent, and organizational matters.
Strong experience with performance management, employee relations, organizational change, and talent management.
Demonstrated ability to manage multiple complex projects and initiatives across multiple stakeholders.
Strong business acumen with the ability to connect people decisions to business objectives.
Ability to coach and influence leaders while maintaining strong working relationships.
Strong judgment and the ability to navigate sensitive or ambiguous situations independently.
Excellent communication, organization, and problem-solving skills.
Interested in every qualified candidate who is eligible to work in the United States.
This position is not eligible for hire in California.
Additionally, we are not able to sponsor visas.

Nice To Haves

Ideally possesses a Bachelor’s degree or equivalent experience.
Experience working in a fast-paced, evolving organization preferred.

Responsibilities

Build strong partnerships with leaders across assigned business units and develop a deep understanding of their teams, priorities, challenges, and business objectives.
Serve as a trusted advisor to leaders on organizational, talent, and people-related matters.
Translate business needs into practical HR strategies, recommendations, and action plans.
Proactively identify workforce trends, organizational risks, talent gaps, and opportunities for improvement.
Partner with leaders on organizational design, team structure, workforce planning, and change initiatives.
Use HR data and business insights to identify trends and support informed decision-making.
Coach leaders through performance management, including performance concerns, development plans, corrective action, and difficult employee conversations.
Ensure performance issues are addressed consistently, appropriately, and in a timely manner.
Partner with leaders to establish clear expectations, improve accountability, and strengthen overall team performance.
Provide guidance on employee relations matters and conduct or support workplace investigations as appropriate.
Partner with HR leadership and Legal on complex or high-risk employee matters.
Identify recurring employee or management issues and recommend broader solutions rather than addressing concerns only on a case-by-case basis.
Partner with leaders on talent reviews, succession planning, development planning, and identification of high-potential and critical talent.
Facilitate discussions around talent, performance, organizational capability, and future workforce needs.
Coach leaders on building effective teams and strengthening management capability.
Identify development opportunities and partner with appropriate HR resources to address skill or leadership gaps.
Support organizational changes, including restructures, role changes, integrations, and other business transformations.
Lead and support strategic HR projects for assigned business units from initial assessment through implementation.
Develop project plans, recommendations, timelines, and communication strategies for key people initiatives.
Coordinate across HR, Finance, Legal, Talent Acquisition, Payroll, and other functions to move initiatives forward.
Drive projects independently, identify roadblocks, and ensure appropriate stakeholders remain informed.
Support broader company initiatives such as reorganizations, acquisitions and integrations, workforce planning, policy changes, and talent programs.
Evaluate the effectiveness of HR initiatives and recommend adjustments based on business outcomes and feedback.