Senior Strategic People Business Partner

QTS Data Centers•Duluth, GA

16h

About The Position

The Senior Strategic People Services Business Partner serves as a trusted strategic advisor to senior and executive leaders, aligning people strategies with business objectives to drive organizational performance, leadership effectiveness, and long‑term workforce sustainability. This role brings critical Employee Relations expertise, enterprise‑level judgment, and a consultative approach to complex people challenges, including executive matters, organizational change, and succession planning. The role partners closely with leadership and Corporate People functions to design and implement scalable, compliant, and high‑impact people strategies that balance business outcomes, risk mitigation, and employee experience.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field, or equivalent professional experience.
Ten or more years of progressive HR experience with demonstrated depth in Employee Relations, organizational effectiveness, and talent strategy.
Proven experience advising senior and executive leaders in complex, high‑impact environments.
Strong executive presence with the ability to build credibility and influence at the highest levels of the organization.
Deep expertise in Employee Relations, employment law principles, and risk mitigation.
Demonstrated business acumen with the ability to connect people decisions to operational and financial outcomes.
Exceptional judgment, discretion, and ability to navigate sensitive situations.
Ability to synthesize data, diagnose complex issues, and deliver clear strategic recommendations.
Strong communication skills and adaptability in a fast‑paced, evolving environment.

Nice To Haves

Master’s degree preferred.
SPHR or equivalent certification preferred.
Experience supporting large, complex, or multi‑region organizations.

Responsibilities

Executive Partnership & Strategic Alignment Act as a strategic advisor to senior and executive leaders, providing counsel on workforce strategy, organizational effectiveness, leadership capability, and people‑related risk.
Align people strategies with short‑ and long‑term business priorities to support growth, transformation, and operational excellence.
Influence executive decision‑making by translating business goals into actionable people strategies supported by sound judgment and data‑driven insights.
Serve as a thought partner to leadership during complex organizational decisions.
Employee Relations Leadership Lead and manage complex, high‑risk Employee Relations matters, including executive‑level concerns, sensitive investigations, performance issues, terminations, and organizational actions.
Ensure consistent, fair, and legally compliant application of policies, procedures, and employment practices.
Identify systemic Employee Relations trends and risks, proactively advising leaders on mitigation strategies.
Partner closely with Legal and People leadership to ensure defensible, values‑aligned outcomes.
Succession Planning & Talent Strategy Lead succession planning for executive and critical roles, assessing readiness and identifying development needs to ensure leadership continuity.
Facilitate talent reviews and workforce planning discussions that inform enterprise talent decisions.
Coach leaders on developing high‑potential and successor talent aligned to long‑term business needs.
Leadership Effectiveness & Organizational Development Provide executive‑level coaching to strengthen leadership capability, decision‑making, and team effectiveness.
Lead organizational design, workforce planning, and change management initiatives in response to evolving business needs.
Champion a performance‑driven culture through goal setting, ongoing performance evaluation, and annual review processes.
Analytics, Governance & Enterprise Impact Utilize HR metrics and analytics to inform strategic decisions, measure effectiveness, and identify trends.
Ensure compliance with all applicable employment laws, regulations, policies, and internal standards.
Partner with Compensation, Benefits, HRIS, and other People functions to deliver integrated, enterprise‑wide solutions.

Benefits

Estimated travel is approximately 25% annually.
This role is eligible for a comprehensive total rewards package and annual bonus.
Roth and Traditional 401(k) matching contributions with immediate vesting
Every employee is bonus or commission eligible
Generous PTO, Paid Volunteer Days Plus Floating Holidays
Stock Purchase Plan (SPP)
11 paid Holidays Annually/Holiday compensation when worked
Pet and Legal Insurance
Q-Rest Sabbatical Program
Q-Anniversary Service Award Program
Parental Leave for primary and secondary caregivers
Military Benefits Package
QTS Charitable Matching Gift Program
QTS Scholarship for Employee Dependents
QTS Crisis Fund
Wellness Program
Tuition Reimbursement Program