Title:  Sr Human Resources Business Partner

About the role

As the Senior Human Resources Business Partner (Sr. HRBP) for HEPI, you will be instrumental in driving the health and success of our organization. By deeply understanding business priorities and proactively collaborating with the leadership of assigned units, you will identify, develop, and implement impactful HR initiatives that align with our strategic goals.

You will take on key HR responsibilities, including employee relations, performance management, and employee engagement, while implementing programs tailored to client groups at our Corporate Headquarters in Atlanta.

This role also will support HR Global initiatives under the direction of the VP Global HR.

As a trusted and empowered ally, you'll influence stakeholders and provide invaluable guidance to business leaders on employee relations, best practices, compensation, and benefits. Advocating for our employees, you will cultivate an inclusive and transparent workplace where everyone can thrive.

In this role, you will drive transformative change while building positive, cross-functional relationships throughout the organization. Our business is growing at an exceptional rate, and HR professionals like you will play a crucial role in managing transitions, fulfilling recruitment needs, and overseeing our talent planning process. Your efforts will ensure that we have the right talent in the right positions at the right times.

If you flourish in dynamic environments, embracing challenges and seeking solutions, this is the perfect opportunity for you. You'll get to create HR policies and programs from the ground up while enjoying a fast-paced setting. Help us deliver meaningful work and outstanding client results—at HEPI, no two days are the same.

Key Responsibilities

• Function as a trusted adviser and thought partner to assigned business unit and functional leadership to drive an accountable, performance-based, and purpose-driven culture.
• Advise the managers team on all matters related to HR strategy, personnel efficacy, internal growth, talent attraction, onboarding and retention, and employee direction.
• Proactively diagnose inter-departmental challenges, develop practical strategies and solutions, and coordinate with leadership to ensure effective implementation.
• Support development of organizational design that enable agility and business responsiveness, gain effectiveness and talent development within assigned groups.
• Act as change agent, support business transformation and growth by challenging the status quo, and developing innovative HR practices and programs.
• Foster strong and sustained relationship across all functions, including Finance, Communications, Legal, and IT to ensure alignment with HEPI-wide requirements and initiatives.
• Partner with the Recruiting team to provide an elevated hiring and onboarding experience and ensure that workforce plans are being achieved to meet business needs.
• Ensure data-driven insights to advised business leaders on the health of their organization and support decision-making.
• Coordinate with hiring managers and department heads to understand staffing needs, prospective openings, and position requirements; forecast changes in staffing, plan recruiting strategies in advance, and maintain movement in the talent pipeline to maximize long-term productivity.
• Support HEPI’s DEI initiatives and play a key role in driving the DEI agenda for the assigned businesses to ensure we are making meaningful progress towards becoming a more inclusive organization.
• Ensure that a healthy and vibrant culture is maintained -- one that promotes collaboration, constructive challenge, and engagement.
• In partnership with leadership, develop high-performing teams through coaching, holding leaders accountable, and establishing new ways to enable teaming and collaboration.
• Lead effective succession planning within the assigned business unites, and create and implement strategies to grow, develop, and retain key employees.
• Advise business leaders on the appropriate resolution of employee relations issues.
• Maintain a working knowledge of relevant regulatory issues, regional laws, and regulations; Coordinate company-wide training on, and compliance with, all federal, state, and local laws and regulations, including health and safety regulations, anti-harassment and non-discrimination policies, and employee conduct guidelines.
• Thoroughly investigate any potential EEO issues, discrimination, harassment, or any other employee relations complaints or disputes, effectively present findings to the appropriate parties.
• Assist in organizational workforce-planning informed by budget constraints, business complexity and growth plans.
• Identify candidates for key opportunities to achieve near and long-term business strategies.

Qualifications

• Bachelor’s degree in Human Resources, Psychology, Business Management, or related field required.
• HR certifications a plus, including but not limited to PHR, SHRM–CP, SPHR, SHRM-SCP, APTD, or CPLP.
• Minimum of 6+ years of Human Resources experience with a focus on strategic business partnership, employee relations, and organizational development. Recruitment experience a plus.
• Must possess a strong working knowledge and understanding of all applicable employment/human resources laws, rules, codes, and regulations (i.e. EEO, ADA, FMLA etc.).
• Experience in compensation analysis and/or Talent Management is a big plus.
• Knowledge of global HR statutory practices and international HR operations.
• Skilled in Microsoft Excel with ability to manage data proficiently.
• Previous experience using SAP SuccessFactors is an important plus.

Competencies:

• Excellence: A concern for working well or for surpassing a standard of excellence
• Analytical Thinking: Understanding a situation, issue, problem, etc. by breaking it into smaller pieces, or tracing the implications of a situation in a step-by-step way.
• Customer Service: Focusing one’s efforts on discovering and meeting the customer’s or client’s needs.
• Teamwork: Implies the intention to work cooperatively with others, to be part of a team, to work together, as opposed to working separately or Competitively.
• Self-awareness: Reading one’s own emotions and recognizing their impact on one’s performance; gut sense. ​
• Exceptional problem-solver—ability to define a problem and analyze it before coming to conclusions.
• Possess a strong desire to innovate; able to think creatively; generate out-of-the-box ideas to circumvent barriers to growth and streamline processes.
• Ability to operate in a face-paced environment with competing priorities across multiple time zones.
• Extraordinary comfort with HR data and systems.