Hr Business Partner Jobs

About The Position

Requirements

• Bachelor’s degree in HR, business, or a related field, or equivalent experience.
• At least 7 years of progressive HR generalist or HR business partner experience.
• Experience as an HRBP at a technology company and/or supporting R&D, Product, or Engineering organizations, including working with technical leaders and a distributed workforce.
• Track record of influencing and advising senior leaders up to VP level as a strategic partner.
• Bias toward action and ability to identify opportunities and act quickly.
• Deep employee relations expertise, including investigations and coaching managers through difficult conversations.
• Experience with organizational design, workforce planning, compensation, and leveling concepts.
• Ability to use data to tell a story and make recommendations.
• Hands-on approach and comfort with both detailed execution and executive-level presentations.
• Strong written and verbal communication, sound judgment, and discretion in handling confidential matters.
• Working knowledge of employment sponsorship and visas, and U.S. employment law across multiple states.
• Proficiency with HRIS platforms, particularly Workday.
• Advanced skills in Google Workspace and Microsoft Office.
• Local to Atlanta, Georgia, and able to work onsite two days per week.

Nice To Haves

• Experience in a fast-growing or high-change environment, including acquisitions and integrations.
• Experience supporting offshore or international teams, or understanding of international employment in Canada, the UK, or Southeast Asia.
• Experience using Deel.
• Experience with performance and engagement platforms such as Culture Amp.
• PHR/SPHR or SHRM-CP/SCP certification.
• Passion for the R&D and technology space.

Responsibilities

• Advise leaders up to VP level, building strong partnerships and providing candid, independent perspectives.
• Analyze workforce, attrition, engagement, and performance data, identify trends, and turn findings into actionable recommendations.
• Advise on organizational design, team structure, spans and layers, leveling, role design, and hiring plans.
• Partner with Talent Acquisition and Total Rewards to connect workforce decisions across the employee lifecycle.
• Support R&D, Product, and Engineering organizations, including career ladders, technical leadership, hiring, retention, and distributed and offshore delivery teams.
• Partner with offshore staffing partners on retention and team integration.
• Support reorganizations, acquisitions and integrations, leadership transitions, and new-team build-outs, including communication and change management.
• Help shift Corporate HR from reactive support to proactive partnership by anticipating business needs and following through consistently.
• Coach managers on performance and conduct issues, conduct employee relations investigations, document findings, and drive matters to resolution; partner with Legal as needed.
• Run performance, calibration, and promotion cycles, and help managers provide clear feedback, build development plans, and manage underperformance.
• Process and audit Workday HR transactions, including promotions, transfers, compensation changes, and terminations, and maintain accurate data.
• Advise on legal compliance, leaves, accommodations, employment sponsorship, and visa cases; coordinate with People Operations and external partners on international employment in Canada and the UK.
• Create policies, manager guides, FAQs, and other People resources as needs arise, and share them with the team.
• Share coverage with the Senior Manager and fellow HRBPs and contribute to cross-team People initiatives.