Senior People and Culture Business Partner

America's Thrift Stores•Atlanta, GA

2d•Hybrid

About The Position

The Senior Business Partner serves as a strategic People and Culture partner to assigned business units, supporting America’s Thrift’s investment in its people and overall business success. This role partners closely with operational leaders to strengthen organizational culture, enhance the employee experience, develop talent, improve retention, and support effective people practices across the organization. In addition to providing day-to-day human resources support, the Senior Business Partner provides strategic guidance to leaders and ensures People and Culture initiatives align with business objectives. This position analyzes workforce and performance trends, supports complex employee relations matters, mentors People and Culture team members, and develops and refines people strategies that support organizational effectiveness and continued growth.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
Seven or more years of progressive human resources experience, including at least three years in a strategic HR business partner role.
Experience working in a fast-paced, dynamic environment, preferably within retail, hospitality, service, or another multi-location organization.
Demonstrated success developing and implementing people and culture initiatives that align with business objectives.
Experience partnering with leadership teams and effectively influencing senior stakeholders.
Strong knowledge of HR best practices, federal and state employment laws, employee relations, and compliance requirements.
Strong business acumen with the ability to understand operational priorities and align people strategies with organizational goals.
Excellent interpersonal, written, and verbal communication skills with the ability to build credibility, trust, and effective working relationships at all levels of the organization.
Demonstrated ability to coach leaders, manage organizational change, and support employee engagement and retention initiatives.
Strong problem-solving, critical-thinking, and decision-making skills with a data-driven and analytical approach.
Ability to exercise sound judgment and maintain confidentiality when handling sensitive employee and business information.
Ability to independently manage multiple priorities, deadlines, and employee matters in a fast-paced and evolving environment.
Experience utilizing HRIS platforms and workforce data or analytics tools.
Experience in talent management, leadership development, workforce planning, and succession planning.
Ability and willingness to travel approximately 50% of the month.
Successful completion of a background check, motor vehicle record check, and drug screen.

Nice To Haves

Human Resources certification such as SPHR, PHR, SHRM-SCP, or SHRM-CP preferred.

Responsibilities

Maintain current knowledge of federal, state, and local employment laws and regulations and ensure HR practices remain compliant.
Provide mentorship, coaching, and support to People and Culture Business Partners to encourage professional growth and development.
Partner with operational leaders to understand business needs and develop people strategies that support organizational goals.
Provide guidance and consultation to District Managers and other leaders as they support employees and store locations.
Provide direction, guidance, and counseling to employees and management regarding employee relations matters and workplace concerns.
Lead and support complex employee relations matters, including investigations, corrective actions, performance concerns, and workplace complaints.
Conduct thorough and objective investigations into employee grievances and complaints, including allegations of harassment, discrimination, retaliation, and other workplace concerns, and provide recommendations for resolution.
Serve as a witness during investigations, employee meetings, or other employment-related matters when appropriate.
Support the investigation, preparation, and response to EEOC charges and other employment-related agency matters.
Apply company policies and procedures consistently when addressing employee performance and workplace concerns.
Partner with leaders to identify performance gaps, ensure appropriate documentation, and develop effective performance improvement or corrective action plans.
Analyze workforce metrics, including employee retention, turnover, engagement, and employee experience data, to identify trends and opportunities for improvement.
Use data and business insights to recommend strategies that improve retention, employee experience, leadership effectiveness, and organizational performance.
Develop, refine, and support the implementation of People and Culture strategies, policies, programs, and procedures to ensure alignment with business needs.
Partner with District Managers and other operational leaders to assess management staffing needs and support recruitment and workforce planning efforts.
Provide HR support throughout the management hiring process, including interviewing, candidate evaluation, offer considerations, and onboarding.
Partner with leaders on talent management and succession planning to identify high-potential employees and future leaders.
Support the development and readiness of team members identified for advancement or expanded leadership responsibilities.
Provide coaching and guidance to leaders regarding organizational change, employee engagement, talent development, and other people-related initiatives.
Build strong, trusted partnerships with leaders and employees while maintaining appropriate confidentiality and professional judgment.
Support additional People and Culture initiatives and projects based on organizational and business needs.
Other duties as assigned by management.