Human Resources Business Partner

GreenSky Administrative Services•Atlanta, GA

9d•Hybrid

About The Position

GreenSky, LLC, headquartered in Atlanta, is a leading technology company Powering Commerce at the Point of Sale® for a growing ecosystem of merchants, consumers, and banks. GreenSky’s highly scalable, proprietary and patented technology platform enables merchants to offer frictionless promotional payment options to consumers, driving increased sales volume and accelerated cash flow. The GreenSky® Program is operated on behalf of, and financing is offered and made by, federally insured, federal or state chartered financial institutions, which leverage GreenSky’s technology to offer loans to primarily super-prime and prime consumers nationwide. Since GreenSky's inception, nearly 6 million consumers have financed more than $50 billion of commerce using GreenSky’s real time “apply and buy” technology. We're looking for a Strategic HR Business Partner who operates less like a generalist and more like a trusted business advisor who happens to know HR deeply. You'll embed with our leadership team and bring sharp thinking across the full employee lifecycle — from org design and talent strategy to compensation philosophy, performance culture, and data-driven workforce decisions. This role is for someone who has done the work across multiple HR disciplines, thrives in fast-moving environments, and isn't afraid to challenge the status quo. This is a high-visibility role at a company where HR has a seat at the table — and we expect you to use it.

Requirements

8–12+ years of progressive HR experience, with meaningful depth across at least four of the following: compensation, performance management, employee relations, people analytics, talent management, DEI, organizational design, or AI/HR tech
Experience supporting fast-scaling, tech-forward companies; fintech, SaaS, or financial services background strongly preferred
Demonstrated ability to work at both the strategic and operational level — you can present to a leadership team and also fix a broken process
Strong command of employment law and compliance, particularly across U.S. states
Comfort with data — you don't need to be a data scientist, but you should be able to build a pivot table and formulas in Excel, read a regression output, and tell a story with numbers
Hands-on experience with HR technology platforms (HRIS, ATS, performance tools) and genuine curiosity about how AI is reshaping HR work
High emotional intelligence, executive presence, and the ability to influence without authority at the senior leader level

Nice To Haves

Canadian experience a plus

Responsibilities

Serve as a trusted advisor to senior leaders across one or more business units, translating business goals into people strategies that drive performance and growth
Anticipate talent risks and opportunities before they become problems, and bring solutions — not just analysis
Partner with Talent Acquisition, Benefits, Immigration, HRIS, Payroll, and Org Development functions to provide strategic and real-time support of business.
Serve as the primary HR point of contact for all employment‑based immigration matters, including H‑1B, TN, STEM OPT, E‑3, L‑1, and permanent residency sponsorships
Partner with external immigration counsel to manage case initiation, filings, extensions, amendments, and status changes
Lead and continuously evolve performance management programs that are rigorous, fair, and tied to business outcomes using an OKR framework
Drive calibration processes that build a high-performance culture while maintaining equity and consistency
Partner with managers on career pathing, succession planning, and internal mobility
Act as a working expert on compensation design — you can model a salary band, evaluate market data, and advise on offer strategy with confidence
Partner with Finance and HR Leaders on headcount budgets, merit cycles, and equity refresh programs where applicable
Advise leaders on compensation decisions that balance internal equity with competitive positioning in a talent-competitive fintech market
Manage complex, sensitive ER matters with sound judgment, legal awareness, and a commitment to fairness
Navigate employment law across multiple jurisdictions (U.S. multi-state experience required; Canadian experience a plus)
Identify ER patterns and systemic risks, bringing proactive recommendations to leadership
Build and interpret people analytics dashboards — attrition trends, engagement signals, DEI metrics, span of control, flight risk — and use data to shape your recommendations
Champion the use of AI and automation tools within HR workflows, acting as an internal advocate for modern, efficient HR delivery
Collaborate with internal HR Resources to design and execute engagement survey programs end-to-end, from instrument design to action planning using Lattice as the survey tool
Work with leaders to build inclusive, psychologically safe team environments that retain top talent
Translate engagement data into targeted, measurable interventions — not just slide decks