Sr Human Resources Business Partner

Jencap•Atlanta, GA

1d•Hybrid

About The Position

The Senior HR Business Partner plays a critical role in enabling Jencap’s continued success by serving as a strategic advisor and hands‑on partner to business leaders. This role supports leaders and teams through change, talent growth, and organizational evolution—ensuring our people practices scale effectively while preserving Jencap’s collaborative, performance‑driven culture. Working closely with leadership, Talent Acquisition, and HR colleagues, the Sr. HRBP helps translate business strategy into actionable people solutions that drive engagement, productivity, and long‑term retention across the organization. The Sr HR Business Partner will work a Hybrid Schedule in the Atlanta Jencap office.

Requirements

Bachelor’s degree in Human Resources or a related field.
5+ years of progressive experience in an HR Business Partner or similar role.
Working knowledge of employee relations, performance management, organizational design, and federal and state employment laws.
Strong business acumen with the ability to align HR solutions to business needs.
Proven ability to build trusted relationships with leaders and collaborate across teams.
Excellent communication, problem‑solving, and organizational skills.
Ability to handle confidential and sensitive matters with discretion and sound judgment.

Nice To Haves

Experience in commercial insurance, brokerage, or a related financial services environment strongly preferred.

Responsibilities

Partner with business leaders to provide day‑to‑day HR guidance and support.
Advise leaders on employee relations matters, including complex issues and investigations.
Analyze HR and business trends to identify opportunities for organizational improvement.
Support performance management, talent development, and succession planning efforts.
Act as a change agent, helping leaders navigate growth and organizational evolution.
Collaborate with Talent Acquisition and hiring managers on workforce planning, candidate interviews, and compensation recommendations.
Provide guidance on compensation practices to support equitable, market‑based pay decisions and the annual compensation process.
Support and reinforce DEI initiatives and best practices.