People Business Partner

Advise managers on performance management, coaching, and difficult conversations to build stronger, higher-performing teams

Manage employee relations matters from intake through resolution, with guidance from People leadership, in a way that protects both employees and the company

Raise well-founded concerns using facts, policy, and data, and bring workable alternatives that meet the business need

Apply employment law and people policy for employees in each location where they work, including global employees

Prepare analysis and recommendations for leaders on organizational design, talent review, and succession planning

Turn headcount, attrition, engagement, and performance data into clear recommendations

Keep employee data accurate in our HRIS and manage lifecycle administration for the groups you support, from onboarding through offboarding

Work with payroll to keep pay and employee records aligned, and support the retirement plan audit

Counsel employees on their benefit options and approve benefit changes

Prepare leveling and compensation analysis for promotions, role changes, and new roles, and draft job descriptions for recruiting

Coordinate performance and calibration cycles and run people programs for the groups you support

Find ways to use automation and AI to reduce manual work in people processes

1 to 5 years of experience as an HR generalist or in an HR business partner support role

Working knowledge of employment law and employee relations practice, with awareness of how requirements differ for employees in different countries

Solid grasp of performance management practices, including performance improvement and calibration

The ability to help resolve workplace conflict and to conduct workplace investigations with guidance

Comfort raising concerns with leaders constructively and offering workable alternatives that meet the business need

Comfort coaching managers through performance issues and difficult conversations

Skill at turning people data into clear recommendations

Practical knowledge of benefits administration and retirement plan compliance requirements

Working knowledge of HRIS, performance and engagement, and compensation benchmarking platforms, and a clear understanding of how HRIS entries affect payroll

Sound discretion with sensitive employee information

The ability to travel to Atlanta at least twice a year if you are based outside Atlanta