HR Business Partner

Stord•Atlanta, GA

20d•Hybrid

About The Position

Stord is seeking an experienced HR Business Partner to support its corporate organization, with R&D as a core part of the portfolio. Reporting to the Senior Manager, HR Business Partners, this role combines strategic advising with hands-on HR execution, with an expected time split of roughly 60% strategic partnership and 40% generalist work. The HR Business Partner will partner with leaders up to VP level, use workforce data to guide decisions, and help the People team strengthen its credibility as a strategic business partner. The role supports teams as they scale, including Product, Engineering, and R&D organizations. It involves advising on organizational design, workforce planning, talent processes, employee relations, compensation, and change management. The position also provides operational HR support, including investigations, accurate Workday transactions, compliance guidance, and development of policies and manager resources. The role is local to Atlanta, Georgia, with two days per week onsite.

Requirements

Bachelor’s degree in HR, business, or a related field, or equivalent experience.
At least 7 years of progressive HR generalist or HR business partner experience.
Experience as an HRBP at a technology company and/or supporting R&D, Product, or Engineering organizations, including working with technical leaders and a distributed workforce.
Track record of influencing and advising senior leaders up to VP level as a strategic partner.
Bias toward action and ability to identify opportunities and act quickly.
Deep employee relations expertise, including investigations and coaching managers through difficult conversations.
Experience with organizational design, workforce planning, compensation, and leveling concepts.
Ability to use data to tell a story and make recommendations.
Hands-on approach and comfort with both detailed execution and executive-level presentations.
Strong written and verbal communication, sound judgment, and discretion in handling confidential matters.
Working knowledge of employment sponsorship and visas, and U.S. employment law across multiple states.
Proficiency with HRIS platforms, particularly Workday.
Advanced skills in Google Workspace and Microsoft Office.
Local to Atlanta, Georgia, and able to work onsite two days per week.

Nice To Haves

Experience in a fast-growing or high-change environment, including acquisitions and integrations.
Experience supporting offshore or international teams, or understanding of international employment in Canada, the UK, or Southeast Asia.
Experience using Deel.
Experience with performance and engagement platforms such as Culture Amp.
PHR/SPHR or SHRM-CP/SCP certification.
Passion for the R&D and technology space.

Responsibilities

Advise leaders up to VP level, building strong partnerships and providing candid, independent perspectives.
Analyze workforce, attrition, engagement, and performance data, identify trends, and turn findings into actionable recommendations.
Advise on organizational design, team structure, spans and layers, leveling, role design, and hiring plans.
Partner with Talent Acquisition and Total Rewards to connect workforce decisions across the employee lifecycle.
Support R&D, Product, and Engineering organizations, including career ladders, technical leadership, hiring, retention, and distributed and offshore delivery teams.
Partner with offshore staffing partners on retention and team integration.
Support reorganizations, acquisitions and integrations, leadership transitions, and new-team build-outs, including communication and change management.
Help shift Corporate HR from reactive support to proactive partnership by anticipating business needs and following through consistently.
Coach managers on performance and conduct issues, conduct employee relations investigations, document findings, and drive matters to resolution; partner with Legal as needed.
Run performance, calibration, and promotion cycles, and help managers provide clear feedback, build development plans, and manage underperformance.
Process and audit Workday HR transactions, including promotions, transfers, compensation changes, and terminations, and maintain accurate data.
Advise on legal compliance, leaves, accommodations, employment sponsorship, and visa cases; coordinate with People Operations and external partners on international employment in Canada and the UK.
Create policies, manager guides, FAQs, and other People resources as needs arise, and share them with the team.
Share coverage with the Senior Manager and fellow HRBPs and contribute to cross-team People initiatives.