Principal Talent Partner

Chick-fil-A•Atlanta, GA

2d•Hybrid

About The Position

The Talent Partner serves as an advisor to entry through mid-level leaders and Staff providing HR consultation as well as developing resources to match business needs. The role serves as a member of the Talent Consulting team supporting the design and execution of people strategy and initiatives. Talent Partners support growth of leadership capability, organizational change management, and improve processes that scale people practices for the future. Talent Partners have the opportunity to work across multiple departments and in tandem with Talent Directors who support senior leaders. This position is based in Atlanta, Georgia at our Chick-fil-A Support Center. Our Flexible Future model offers a healthy mix of working in person and virtually, strengthening key elements of the Chick-fil-A culture by fostering collaboration and community.

Requirements

Bachelor's degree
6+ years of experience in an HR business partner and/or HR/OD project or consulting role.
Ability to build and maintain trust-based, collaborative relationships and influence others
Self-starter with natural tendency to take initiative and work independently
Proven experience managing multiple priorities and anticipating needs
Strong judgment and critical thinking skills
Ability to handle confidential information with discernment and sensitivity
Excellent written and verbal communication skills
Strong proficiency in all Microsoft Office software and comfortable learning new software/systems

Nice To Haves

Master's degree
8+ years of experience

Responsibilities

Strategic and tactical HR Consulting and thought leadership in the areas of organization development, leadership coaching to entry and mid-level leaders, change management, program/project management, facilitation, performance management, employee engagement, overall talent management, and communication.
Consulting: Consult to job design, job evaluations and leveling; Consult to leaders on performance management, talent systems, merit calibrations, new leader transitions and development of their talent, and assessment debriefs
Facilitation: Design and facilitate people leader roundtables and discussions covering topics such as development topics, talent reviews, etc.
Project Management: Design and oversee multiple, concurrent projects or deliverables working collaboratively with teams in support of business objectives.
Research: Identify and analyze internal & external best practices
Storytelling: Analyze HR data and trends leveraging people analytics to share visual messaging
Communication: Effectively design and deliver communications/messaging for leaders and staff.
Planning: Accurately scope out length and difficulty of tasks and projects; set objectives and goals; break down work into the process steps; develop schedules and task/people assignments; anticipate and adjust for problems and roadblocks; measure performance against goals; evaluate results.
Strategic Capability: Independently assess an issue, conceive an insightful, strategic response to it and create an approach to the issue that nets a better overall outcome for the business. Proactively design strategic HR solutions to meet a business need.
Talent Assessment: Is a good judge of talent; after reasonable exposure, can articulate the strengths and limitations of people inside or outside the organization; can accurately project what people are likely to do across situations.
Conflict Management: Step up to conflicts, seeing them as opportunities; read situations quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.
Organizational Agility: Knowledgeable about how organizations work; knows how to get things done both through formal channels and informal networks; understand the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations.
Builds Organizational Trust & Collaboration: Create a broad network to exchange ideas and rally support; Build and maintain relationships at all levels; Respect individual differences in perspective and background; Recognize and respond to the needs of others; Act to preserve relationships even during times of disagreement; Promote collaboration and remove to teamwork across the organization; Seek to improve how leadership teams work together.