Senior Human Resources Business Partner

Hanger, Inc.•Alpharetta, GA

12d•Onsite

About The Position

Hanger, Inc. is seeking a Senior HR Business Partner to work onsite at its Alpharetta, Georgia Resource Center and support additional field-based employees. Reporting to the Vice President, Human Resources, this highly visible role serves as a trusted advisor and strategic partner to Vice President-level leaders across Products & Services and Supply Chain/Operations. The position translates business priorities into people strategies that strengthen organizational effectiveness, talent, engagement, and performance in a fast-paced operational environment. The role partners with business leaders on organizational effectiveness, workforce planning, talent and succession, performance management, employee relations, engagement and retention, leadership development, and change management. It also collaborates with Talent Acquisition, Compensation, Benefits, Talent Management, and other HR colleagues to develop integrated people solutions and execute enterprise HR programs. The Senior HR Business Partner provides strategic counsel and hands-on HR leadership, builds relationships with leaders and employees, and identifies people and organizational opportunities. The position supports core HR programs and processes, ensures consistent execution in accordance with company policies and applicable regulatory requirements, and may support additional business and HR priorities as needed. Occasional travel is required.

Requirements

Bachelor's degree in Human Resources, Business, Management, or a related field.
Five or more years of progressive HR experience, including demonstrated success in an HR Business Partner or HR Generalist capacity supporting business leaders.
Demonstrated experience partnering with senior business leaders and consulting and coaching on complex people and organizational matters.
Experience supporting a fast-paced operational environment, with responsibility for employee relations, performance management, talent, engagement, and workforce-related initiatives.
Demonstrated experience partnering with Talent Acquisition, Compensation, and other HR functions to develop and implement people solutions.
Strong business acumen and curiosity, with the ability to connect people priorities to operational and financial objectives.
Ability to establish credibility and build trusted relationships with senior leaders, employees, and HR colleagues.
Strong judgment, critical thinking, and ability to provide a point of view, constructively challenge, and influence decisions.
Proactive, consultative mindset and ability to anticipate needs.
Strong analytical skills and ability to use workforce data to identify trends, diagnose issues, and recommend solutions.
Excellent communication, consultation, coaching, and interpersonal skills.
Ability to navigate complex and sensitive employee matters with discretion, consistency, and sound judgment.
Strong organizational and prioritization skills in a fast-paced environment.
Resilience, adaptability, and a solutions-oriented mindset.
Ability to collaborate effectively with HR colleagues and business leaders across geographically dispersed teams.
Demonstrated ability to develop and facilitate presentations, discussions, and training for leaders and employees.
Proficiency with Microsoft Office applications, including Excel and PowerPoint, and ability to analyze data and translate it into business insights and recommendations.
Commitment to integrity, transparency, professionalism, and respect.
Availability for occasional travel.

Nice To Haves

Experience supporting high-volume employee populations and/or geographically dispersed teams.
Experience facilitating talent reviews, succession planning, leadership development, organizational effectiveness, and change management.
Experience using workforce analytics and people data to identify trends and influence business decisions.

Responsibilities

Serve as a trusted strategic HR advisor to VP-level leaders across Products & Services and Supply Chain/Operations.
Translate business priorities into people strategies that support organizational capability and business performance.
Assess organizational needs and capability gaps; advise and coach leaders on solutions and team effectiveness.
Partner on organizational design, workforce planning, and alignment of roles and capabilities with evolving business needs.
Support organizational change by assessing people impacts, developing change strategies, and helping leaders communicate and implement change.
Analyze workforce trends, metrics, and employee feedback to identify opportunities and recommend actions.
Partner with leaders on talent acquisition, retention, development, and workforce planning strategies.
Facilitate talent reviews and succession planning, including assessment of talent, critical roles, succession needs, and high-potential employees.
Strengthen performance management through goal setting, evaluations, development planning, coaching, and accountability.
Collaborate with Talent Acquisition and business leaders on recruiting and selection strategies, particularly for high-volume and operational hiring.
Partner with Compensation and other HR teams to support thoughtful, equitable, and consistent compensation decisions.
Identify leadership capability needs and partner with HR colleagues to develop and deliver leadership development solutions.
Coach leaders on complex employee relations matters, including performance, conduct, workplace concerns, conflict resolution, and policy interpretation.
Guide leaders through performance management situations, ensuring expectations, feedback, documentation, and actions are clear, timely, and consistent.
Help leaders foster a positive employee environment while balancing employee experience, business needs, and organizational risk.
Develop strategies with leaders to strengthen engagement, retention, inclusion, and culture.
Lead and support retention initiatives, including new-hire check-ins and stay interviews.
Build relationships with employees and leaders across supported populations and address emerging workforce concerns.
Develop, adapt, and facilitate leadership and employee development programs, discussions, workshops, and presentations.
Coach leaders through organizational and operational change and support adoption and engagement.
Ensure effective execution of onboarding, performance management, talent reviews, compensation, employee engagement, and offboarding processes.
Oversee and support onboarding, coordinating completion of operational, training, and compliance requirements.
Partner with Talent Acquisition, staffing agencies, and hiring managers on recruiting and workforce solutions.
Advise leaders and employees on HR policies, programs, practices, and available resources.
Collaborate with HR colleagues and Centers of Expertise to deliver HR programs and initiatives consistently and effectively.
Ensure HR practices and processes comply with company policies and applicable regulatory requirements.
Support additional business and HR priorities as needed.