HRBP Manager

Papa Johns•Atlanta, GA

About The Position

The Manager, HR Business Partner serves as a strategic HR partner to business leaders, helping translate business priorities into people strategies that drive performance, engagement, organizational effectiveness, and talent outcomes. This role requires a strong understanding of both the business and HR, with the ability to move seamlessly between strategic thinking and execution. The successful candidate is comfortable operating in a fast-paced environment, managing competing priorities, and navigating ambiguity while maintaining a high level of judgment and responsiveness.

Requirements

Must have 5+ years of experience in Human Resources role
Bachelor’s Degree required
Demonstrated experience partnering with and influencing leaders at multiple levels of an organization
Strong knowledge of core HR practices, including talent acquisition, talent management, performance management, compensation, and employee relations
Demonstrated ability to exercise sound judgment and navigate sensitive or complex situations with discretion
Excellent written, verbal, interpersonal, and influencing skills
Ability to operate effectively in a fast-paced, changing environment with multiple competing priorities

Nice To Haves

Experience in QSR or Retail highly preferred

Responsibilities

Build trusted relationships with leaders and serve as a credible thought partner on people, talent, organizational, and leadership matters.
Develop a strong understanding of the business, its strategy, operating environment, and key priorities to proactively identify people implications and opportunities.
Translate business priorities into practical HR strategies and actions that improve organizational and individual performance.
Partner on talent planning, succession, performance management, career development, and organizational effectiveness.
Facilitate meaningful talent discussions and help leaders identify critical talent, development priorities, and organizational capability needs.
Coach leaders to strengthen their effectiveness, accountability, and ability to lead and develop their teams.
Use data, insights, and business context to identify opportunities to improve team effectiveness and employee experience.
Apply sound HR judgment and knowledge of policy and employment practices to complex situations.
Support the execution of core HR processes and initiatives, ensuring they are delivered effectively and with a strong employee and leader experience.
Manage multiple priorities and deadlines with a high degree of organization, urgency, and follow-through.
Know when to leverage HR colleagues and Centers of Excellence, while maintaining ownership of the overall business outcome.