Human Resources Business Partner

Shepard Exposition Services•Atlanta, GA

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic advisor to designated business units, partnering with leaders to align people strategies with business objectives. This role provides both strategic and operational guidance across all aspects of the associate lifecycle, helping leaders navigate workforce challenges, enhance organizational effectiveness, and drive engagement and performance. The HRBP acts as a trusted consultant and change agent, leading people-related initiatives and ensuring HR programs and practices support the Company's culture, values, and long-term goals.

Requirements

Minimum of 8 years of progressive human resources experience, including experience supporting multiple areas of the associate lifecycle.
Minimum of 5 years of experience serving as a strategic business partner, providing consultative HR guidance and influencing business decisions with leaders at the manager level and above.
Demonstrated success in leading and developing teams, projects, and cross-functional initiatives, with the ability to drive accountability and results.
Strong HR Business Partner or HR Generalist background with proven expertise in associate relations, organizational effectiveness, talent management, performance management, associate engagement, workforce planning, and policy development.
Strong knowledge of federal, state, and local employment laws and regulations, with the ability to translate legal requirements into practical business solutions.
Ability to influence and build strong relationships across all levels of the organization.
Excellent interpersonal, coaching, negotiation, conflict resolution, and executive communication skills.
Strong analytical, project management, and strategic problem-solving skills, with the ability to leverage data and metrics to identify trends and recommend solutions.
Highly organized with the ability to prioritize multiple projects, navigate ambiguity, and meet deadlines in a fast-paced environment.
Proficient in Microsoft Office applications (Word, Excel, Outlook) as well as HRIS, ATS, LMS, and data analysis tools.
Experience utilizing company-approved AI-enabled solutions (e.g., Microsoft Copilot and Claude).
Bachelor’s or advanced degree in Human Resources or related field; relevant experience, training, or professional certification may substitute for formal education.

Nice To Haves

PHR/SPHR and/or SHRM-CP/SHRM-SCP certification preferred.
Experience with organizational design, succession planning, and change management preferred.
Experience supporting a geographically dispersed workforce preferred.

Responsibilities

Act as a strategic partner to assigned business units, providing HR guidance and support.
Maintain regular engagement with business unit leaders to understand business needs, provide ongoing consultation, and ensure HR initiatives align with the Company's culture, values, and strategic objectives.
Partner with the VP, Human Resources, to develop and implement people strategies and initiatives that support organizational goals.
Collaborate with business unit and executive leaders on workforce planning, organizational design, succession planning, and restructuring initiatives.
Promote consistency and efficiency in HR processes, policies, and practices across all supported business units.
Partner with the Director, Learning and Development to identify leadership development opportunities and training needs related to performance management, talent development, and HR compliance.
Provide coaching and guidance to managers on performance management, associate development, corrective action, and other sensitive associate matters, including investigations and separations.
Support organizational change initiatives by partnering with leaders to develop and execute effective change management strategies.
Drive associate engagement efforts by developing innovative programs and initiatives that enhance engagement, retention, productivity, and inclusion.
Oversee talent acquisition activities, including recruitment, interviewing, selection, and onboarding activities.
Partner with departmental leaders to identify workforce needs and required competencies, while supporting headcount planning, compensation decisions, promotions, and job leveling through data-driven recommendations.
Ensure compliance with federal, state, and local employment laws and regulations by monitoring legislative changes, reviewing policies, and promoting HR best practices.
Maintain awareness of industry trends, emerging HR practices, and evolving technologies to continuously improve HR effectiveness.