hr business partner

BrightFarms

<div><p><b>Sr. Director, HR Business Partner &ndash; Field Operations</b></p><p><b>
Location:</b> Atlanta, GA (Hybrid, with regular field travel)<br>
<b>Reports to:</b> AVP, People Solutions &ndash; Field Operations</p><p><b>
Position Summary</b></p><p>
The Sr. Director, HR Business Partner &ndash; Field Operations leads the people strategy and execution for Cox Farms&rsquo; field and farm-based teams. This role ensures that frontline and operational leaders are supported by consistent, compliant, and practical HR solutions that enable strong workforce stability, productivity, and employee experience.</p><p>
This leader works at the intersection of strategy and execution, translating enterprise people priorities into site-level HR practices across U.S. and Canadian operations.</p><p><b>
Key Responsibilities</b></p><p><b>
Field Partnership &amp; Operational Leadership</b></p><ul><li>
Partner closely with farm and field leaders to align workforce strategy with operational, safety, and productivity goals</li><li>
Serve as a trusted advisor to field leadership, providing hands-on, practical HR guidance</li><li>
Represent field workforce needs in enterprise people planning and decision-making</li></ul><p><b>
HRBP Model Execution</b></p><ul><li>
Lead and develop field-aligned HR Business Partners</li><li>
Ensure consistency in HR processes, employee relations practices, and support models across all locations</li><li>
Drive adherence to standards and escalation processes established at the enterprise level</li></ul><p><b>
Workforce Planning &amp; Labor Strategy</b></p><ul><li>
Lead workforce planning efforts for field operations, including seasonal staffing models and labor forecasting</li><li>
Partner with site leaders to align staffing strategies to operational cycles and workforce demands</li><li>
Support succession planning and capability development for frontline leaders</li></ul><p><b>
Employee Relations &amp; Compliance</b></p><ul><li>
Manage and oversee employee relations matters, investigations, and issue resolution for field teams</li><li>
Partner with Legal and Safety to ensure compliance with U.S. and Canadian labor laws and field-specific regulations</li><li>
Support audits and risk assessment efforts across farm locations</li></ul><p><b>
Culture &amp; Employee Experience</b></p><ul><li>
Champion a culture of accountability, inclusion, and respect across field teams</li><li>
Strengthen employee engagement through listening sessions, leader coaching, and employee feedback loops</li><li>
Partner with Communications and People teams to reinforce Cox Farms&rsquo; mission and values at the field level</li></ul><p><b>
Required Qualifications</b></p><ul><li>
Bachelor&rsquo;s degree in human resources, business, agriculture, or related field</li><li>
8+ years of progressive HR experience, including experience in field, agriculture, manufacturing, or distributed workforce environments</li><li>
Experience leading or mentoring HR professionals</li></ul><p><b>
Preferred Qualifications</b></p><ul><li>
Experience supporting multi-site, hourly, or seasonal workforces</li><li>
Background in agriculture, food production, logistics, or similar industries</li><li>
Bilingual (English/Spanish or English/French) preferred</li></ul><p><b>
Key Competencies</b></p><ul><li>
Field Leadership &amp; Credibility &ndash; Builds trust through strong site presence and consistent partnership</li><li>
Operational Excellence &ndash; Drives disciplined, compliant, and scalable HR practices</li><li>
Practical Influence &ndash; Provides clear, grounded counsel to operational leaders</li><li>
Employee Advocacy &ndash; Ensures frontline employee voice is heard and acted upon</li><li>
Execution Mindset &ndash; Turns strategy into simple, practical action in the field</li></ul></div><p></p>

Sr. Director, HRBP - Field Operations

Arauco

<p></p><div><p><b>Lead HR Strategy. Shape Culture. Make an Impact.</b></p><p>
We are seeking a dynamic and experienced <b>Corporate HR Leader</b> to serve as a strategic partner while acting as the trusted, hands-on HR resource for our Atlanta corporate office. This role blends strategic leadership with operational excellence, offering the opportunity to influence company-wide initiatives while staying closely connected to employees and day-to-day HR operations. <b>This position is fully on-site Monday-Friday.</b></p><p></p><p><b><br>
What You&rsquo;ll Do</b></p><p><i>
Strategic Leadership &amp; Company-Wide Impact</i></p><ul><li>
Partner with the HR team to lead and support some enterprise-wide HR initiatives, including organizational effectiveness, workforce planning, change management, and culture-building efforts.</li><li>
Serve as a key contributor to global and corporate HR projects, ensuring alignment between business goals and people strategies.</li><li>
Provide insights through data, reporting, and workforce analytics to support informed decision-making.</li><li>
Act as a steward of company culture, values, and employee experience across the corporate population.</li></ul><p><i>
Corporate HR Operations &amp; Employee Support</i></p><ul><li>
Serve as the primary HR leader and point of contact for employees and leaders at the Atlanta corporate office and remote corporate employees.</li><li>
Oversee the full employee lifecycle for corporate roles, including:</li><li>
Hiring and onboarding</li><li>
Pre-employment processes (background checks, drug screens, assessments)</li><li>
Employee relations, leaves, and offboarding</li><li>
Ensure accurate maintenance of employee, personnel, and medical files in compliance with all applicable state, federal, and international regulations.</li><li>
Lead and administer corporate programs including benefits, wellness initiatives, and open enrollment, partnering closely with vendors and internal stakeholders.</li><li>
Maintain oversight of all employee changes in SuccessFactors Employee Central, ensuring data integrity and compliance.</li><li>
Coordinate corporate events, meetings, celebrations, and community engagement activities that strengthen connection and engagement.</li></ul><p><i>
Trusted Advisor &amp; Compliance Champion</i></p><ul><li>
Handle sensitive matters with the highest level of confidentiality, professionalism, and integrity.</li><li>
Support immigration processes in partnership with external legal counsel.</li><li>
Stay current on employment laws and HR best practices to ensure ongoing compliance and risk mitigation.</li></ul><p></p><p><b><br>
What You Bring</b></p><ul><li>
Minimum 3+ years of progressive HR experience, ideally in a corporate or multi-location environment.</li><li>
Demonstrated ability to balance strategic thinking with hands-on execution.</li><li>
Experience working with large HRIS platforms (SuccessFactors preferred).</li><li>
Strong knowledge of HR operations, employee relations, benefits, and compliance.</li><li>
Exceptional communication, organization, and relationship-building skills.</li><li>
Bachelor&rsquo;s degree in Human Resources or a related field strongly preferred.</li><li>
Proficiency in Microsoft Word, Excel, and PowerPoint.</li><li>
A proactive, self-directed mindset with the confidence to influence at all levels.</li></ul><p></p><p><b><br>
About Us</b>: At ARAUCO, we&rsquo;re more than a global leader in sustainable wood products&mdash;we&rsquo;re a team driven by innovation, environmental stewardship, and strong core values. Committed to responsible forestry and quality craftsmanship, we create products that shape industries and protect the planet. Sustainability is central to everything we do&mdash;from responsible forestry to reducing environmental impact, we are dedicated to preserving natural resources for future generations.</p><p>
 Grow your career with purpose and help us shape a better future&mdash;one product, one idea, and one team at a time.</p><p>
-</p><p>
Arauco is committed to creating an inclusive culture across the organization. Arauco is an equal opportunity employer to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law.</p><p>
Additionally, we demonstrate that commitment by preventing and removing barriers for persons with disabilities. Where it is not possible to remove barriers, Arauco will make efforts to accommodate persons with disabilities in a timely, effective and suitable manner. If you require any accommodations during the recruitment process, please let us know.</p></div><p></p>

Corporate HR Leader

The Home Depot

<div><p><b>Position Purpose:</b></p><p>
The Sr. Manager, HR Consultant, will provide expertise and direction on change management, communication and human capital strategies related to Operations projects impacting our stores. This position partners with the operations leaders to understand business needs and projects to drive value for our Stores and associates. This role partners with the Human Resources Centers of Excellence at the SSC on designated projects to ensure all HR resources are involved as needed, with the right timing and expertise to deliver an effective associate experience. The role also serves as a change management champion to ensure program/process realization is achieved. This role will be expected to provide subject matter thought leadership on HR processes and associate impacts, as well as drive cross-functional partnership with various HR constituencies to deliver end-to-end solutions and consistent feedback. This role provides objective and well-thought-out HR guidance by asking probing questions to drive alignment and create sustainable solutions. The role will serve as the voice and champion for the associate experience as part of Operational changes.</p><p><b><br>
Key Responsibilities:</b></p><ul><li>
10% Agile Retrospective - Determines and documents project issues/risks and tracks timely mitigation/resolution At the completion of a project or project phase, captures key lessons learned and communicates to PMO and business. Effectively applies lessons learned in subsequent projects</li><li>
35% Business Partnership &amp; Assessment - By partnering with the business, gains a deep understanding of business needs and project outcomes in order to ensure value is realized via the people and change management components of the project</li><li>
20% Communication &amp; Collaboration - Ensures project information is communicated to key HR stakeholders and assists business and COEs in gathering data, building project timelines, and change management plans. Aids in selection of success metrics for proof of concepts, pilots, and rollouts</li><li>
35% Thought Leadership - Provides thought leadership to the creation of project plans and facilitates working sessions and key meetings to ensure all elements of the people experience are considered from Compensation, Talent Acquisition, Selection, Communication, Org Effectiveness, Change Management etc</li></ul><p><b><br>
Direct Manager/Direct Reports:</b></p><ul><li>
This Position typically reports to Sr. Director or Director of Human Resources</li><li>
This Position has 0-3 Direct Reports</li></ul><p><b><br>
Travel Requirements:</b></p><ul><li>
Typically requires overnight travel less than 10% of the time.</li></ul><p><b><br>
Physical Requirements:</b></p><ul><li>
Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.</li></ul><p><b><br>
Working Conditions:</b></p><ul><li>
Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.</li></ul><p><b><br>
Minimum Qualifications:</b></p><ul><li>
Must be eighteen years of age or older.</li><li>
Must be legally permitted to work in the United States.</li></ul><p><b><br>
Preferred Qualifications:</b></p><ul><li>
Demonstrated ability to collaborate and work effectively with cross-functional teams</li><li>
Demonstrated project management skills</li><li>
Ability to convey complex or technical ideas and processes in easy-to-understand terms to diverse audiences</li><li>
Excellent written and verbal communication skills</li><li>
Proven experience managing large cross functional scope projects</li><li>
Prior HR generalist experience</li><li>
Strong ability to story tell through data and Microsoft tools</li></ul><p><b><br>
Minimum Education:</b></p><ul><li>
The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.</li></ul><p><b><br>
Preferred Education:</b></p><ul><li>
No additional education</li></ul><p><b><br>
Minimum Years of Work Experience:</b></p><ul><li>
8</li></ul><p><b><br>
Competencies:</b></p><ul><li>
Courage</li><li>
Manages Ambiguity</li><li>
Manages Complexity</li><li>
Collaborates</li><li>
Optimizes Work Processes</li><li>
Communicates Effectively</li><li>
Interpersonal Savvy</li><li>
Ability to effectively use data to problem solve and implement solutions</li><li>
Strong business acumen and curiosity to learn about business problems and find solutions</li><li>
Able to navigate effectively across multiple functions and manage competing demands</li><li>
Takes initiative and has a high sense of urgency, able to handle competing priorities with accuracy and efficiency while meeting deadlines</li></ul></div><p></p>

Sr. Manager HR Consultant

<div>
 Req167578
 <br/>
 <br/>
 <strong>
  Position Purpose
  <br/>
  <br/>
 </strong>
 The Sr. Manager, HR Consultant, will provide expertise and direction on change management, communication and human capital strategies related to Operations projects impacting our stores. This position partners with the operations leaders to understand business needs and projects to drive value for our Stores and associates. This role partners with the Human Resources Centers of Excellence at the SSC on designated projects to ensure all HR resources are involved as needed, with the right timing and expertise to deliver an effective associate experience. The role also serves as a change management champion to ensure program/process realization is achieved. This role will be expected to provide subject matter thought leadership on HR processes and associate impacts, as well as drive cross-functional partnership with various HR constituencies to deliver end-to-end solutions and consistent feedback. This role provides objective and well-thought-out HR guidance by asking probing questions to drive alignment and create sustainable solutions. The role will serve as the voice and champion for the associate experience as part of Operational changes.
 <br/>
 <br/>
 <strong>
  Key Responsibilities
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   10% Agile Retrospective - Determines and documents project issues/risks and tracks timely mitigation/resolution At the completion of a project or project phase, captures key lessons learned and communicates to PMO and business. Effectively applies lessons learned in subsequent projects
  </li>
  <li>
   35% Business Partnership &amp; Assessment - By partnering with the business, gains a deep understanding of business needs and project outcomes in order to ensure value is realized via the people and change management components of the project
  </li>
  <li>
   20% Communication &amp; Collaboration - Ensures project information is communicated to key HR stakeholders and assists business and COEs in gathering data, building project timelines, and change management plans. Aids in selection of success metrics for proof of concepts, pilots, and rollouts
  </li>
  <li>
   35% Thought Leadership - Provides thought leadership to the creation of project plans and facilitates working sessions and key meetings to ensure all elements of the people experience are considered from Compensation, Talent Acquisition, Selection, Communication, Org Effectiveness, Change Management etc
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Direct Manager/Direct Reports
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   This Position typically reports to Sr. Director or Director of Human Resources
  </li>
  <li>
   This Position has 0-3 Direct Reports
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Travel Requirements
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Typically requires overnight travel less than 10% of the time.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Physical Requirements
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Working Conditions
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Minimum Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Must be eighteen years of age or older.
  </li>
  <li>
   Must be legally permitted to work in the United States.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Preferred Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Demonstrated ability to collaborate and work effectively with cross-functional teams
  </li>
  <li>
   Demonstrated project management skills
  </li>
  <li>
   Ability to convey complex or technical ideas and processes in easy-to-understand terms to diverse audiences
  </li>
  <li>
   Excellent written and verbal communication skills
  </li>
  <li>
   Proven experience managing large cross functional scope projects
  </li>
  <li>
   Prior HR generalist experience
  </li>
  <li>
   Strong ability to story tell through data and Microsoft tools
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Minimum Education
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Preferred Education
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   No additional education
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Minimum Years Of Work Experience
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   8
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Competencies
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Courage
  </li>
  <li>
   Manages Ambiguity
  </li>
  <li>
   Manages Complexity
  </li>
  <li>
   Collaborates
  </li>
  <li>
   Optimizes Work Processes
  </li>
  <li>
   Communicates Effectively
  </li>
  <li>
   Interpersonal Savvy
  </li>
  <li>
   Ability to effectively use data to problem solve and implement solutions
  </li>
  <li>
   Strong business acumen and curiosity to learn about business problems and find solutions
  </li>
  <li>
   Able to navigate effectively across multiple functions and manage competing demands
  </li>
  <li>
   Takes initiative and has a high sense of urgency, able to handle competing priorities with accuracy and efficiency while meeting deadlines
  </li>
 </ul>
</div>


Georgia Tech

<div><div><div><h2 class="jobSectionHeader"><b>About Us</b></h2>
<div><div><div><p>Georgia Tech prides itself on its technological resources, collaborations, high-quality student body, and its commitment to building an outstanding and diverse community of learning, discovery, and creation. We strongly encourage applicants whose values align with our institutional values, as outlined in our strategic plan. These values include academic excellence, diversity of thought and experience, inquiry and innovation, collaboration and community, and ethical behavior and stewardship. Georgia Tech has policies to promote a healthy work-life balance and is aware that attracting Faculty may require meeting the needs of two careers.</p><p>
</p><p><b>
About Georgia Tech</b></p><p>
Georgia Tech is a top-ranked public research university situated in the heart of Atlanta, a diverse and vibrant city with numerous economic and cultural strengths. The Institute serves more than 45,000 students through top-ranked undergraduate, graduate, and executive programs in engineering, computing, science, business, design, and liberal arts. Georgia Tech's Faculty attracted more than $1.4 billion in research awards this past year in fields ranging from biomedical technology to artificial intelligence, energy, sustainability, semiconductors, neuroscience, and national security. Georgia Tech ranks among the nation's top 20 universities for research and development spending and is No. 1 among institutions without a medical school.</p><p>
</p><p><b>
Georgia Tech's Mission and Values</b></p><p>
Georgia Tech's mission is to develop leaders who advance technology and improve the human condition. The Institute has nine key values that are foundational to everything we do:</p><p>
1. Students are our top priority.</p><p>
2. We strive for excellence.</p><p>
3. We thrive on diversity.</p><p>
4. We celebrate collaboration.</p><p>
5. We champion innovation.</p><p>
6. We safeguard freedom of inquiry and expression.</p><p>
7. We nurture the well-being of our community.</p><p>
8. We act ethically.</p><p>
9. We are responsible stewards.</p><p>
</p><p>
Over the next decade, Georgia Tech will become an example of inclusive innovation, a leading technological research university of unmatched scale, relentlessly committed to serving the public good, breaking new ground in addressing the biggest local, national, and global challenges and opportunities of our time; making technology broadly accessible; and developing exceptional, principled leaders from all backgrounds ready to produce novel ideas and create solutions with real human impact.</p></div>
</div></div></div></div><div><div><h2 class="jobSectionHeader"><b>Department Information</b></h2>
<div>
<div><div><p>Georgia Tech Human Resources (GTHR) serves the Institute and its more than 14,000 employees through strategic counsel, employee engagement, and essential human capital management operations. As the people's unit, GTHR is engaged throughout the employee's lifetime at Georgia Tech. Our team works with sensitive employee information and assists in the management of complex employee issues. Professionalism and confidence are of the utmost importance within our team.</p><div></div><h3 class="jobSectionHeader"><b><br>
What we do:</b></h3><ul><li>
Process payroll and maintain employment data for approximately 14,000 active faculty, staff, and students</li><li>
Strive to attract, recruit, and retain the best talent in the marketplace.</li><li>
Provide immigration, labor, and tax support required for foreign national faculty and staff to work at Georgia Tech and support employees performing services overseas.</li><li>
Leverage a market-driven compensation structure to attract and retain employees.</li><li>
Advise employees and managers regarding work performance and conflict management.</li></ul></div>
</div></div></div></div><div><div><h2 class="jobSectionHeader"><b>Job Summary</b></h2>
<div><div><div><p>The <b>Associate Director of Workforce Success</b> will focus on:</p><p>
Concern Management leads the execution and governance of employee relations and concern management across the Institute. Oversee the intake, triage, and resolution of workplace concerns, ensuring timely, consistent, and policy-aligned practices. Supports, develops, and sets standards for case handling, ensures quality and consistency in decision-making, and provides oversight for complex and high-risk matters. Supports a proactive Workforce Success model by identifying trends and opportunities for organizational improvement. Through coaching, mediation, and guidance, equips team and leaders to address performance and interpersonal concerns while strengthening long-term leadership capability. In close collaboration with HR Partners and key stakeholders, supports coordinated interventions that enhance leadership effectiveness and org performance. Responsible for setting employee goals, assessing performance, providing feedback, and making pay recommendations.</p><ul><li>
This position will interact regularly with Departmental leadership, managers, staff, and faculty.</li><li>
This position typically will advise and counsel: Institute leadership, departmental managers, HR, Legal Affairs, Risk Management, Faculty Affairs, and GTPD. This position will supervise: Assigned Staff.</li></ul></div>
</div></div></div></div><div><div><h2 class="jobSectionHeader"><b>Responsibilities</b></h2>
<div><div><div><p><b>Job Duty 1 -</b><br>
Direct and manage day-to-day Concern Management operations, ensuring effective intake, triage, and resolution of workplace concerns Ensure thorough, timely, and consistent review of workplace concerns, maintaining high standards for quality, documentation, and defensible outcomes Foster a culture of continuous growth and development by coaching and guiding a team of highly skilled professionals, reinforcing accountability, sound judgment, and consultative practice Enable sustained performance by providing clear, actionable feedback and supporting continuous growth and development through coaching.<br>
<br>
<b>Job Duty 2 -</b><br>
Support the implementation, optimization, and ongoing maintenance of a case management system to ensure effective tracking, documentation, and visibility of workforce concerns Ensure consistent application of standardized procedures, frameworks, and documentation practices for managing cases across the team and HR Partners Track, analyze, and synthesize case data to identify patterns, trends, and themes, translating insights into actionable Workforce Success priorities and targeted interventions Partner with department leadership to proactively build capability in performance management, conduct, and compliance, providing guidance, coaching, and resources to strengthen leadership effectiveness and minimize risk.<br>
<br>
<b>Job Duty 3 -</b><br>
Support the alignment of campus-wide performance management initiatives and processes, including GTRI, Enterprise Innovation Institute (EI&sup2;), and the Faculty Performance Management review process, to ensure consistency, clarity, and effective application.<br>
<br>
<b>Job Duty 4 -</b><br>
Provide consultative guidance to managers on organizational policies and processes, applying sound judgment while maintaining the highest standards of confidentiality, integrity, and ethical practice.<br>
<br>
<b>Job Duty 5 -</b><br>
Contribute to the development and continuous improvement of policies, procedures, and guidance to ensure consistent, equitable, and legally compliant practices across the Institute. In partnership with learning and development and other key stakeholders, design and deliver training sessions on employment-related topics, including performance management, discipline, HR policies, and mandated work rules.<br>
<br>
<b>Job Duty 6 -</b><br>
Coach and support managers in effectively executing the performance management process, reinforcing employee development, recognizing high performance, and proactively addressing performance concerns.<br>
<br>
<b>Job Duty 7 -</b><br>
Provide consultative guidance to managers and employees, facilitate constructive discussions, and serve as a mediator to de-escalate and resolve workplace conflict in a fair and effective manner.<br>
<br>
<b>Job Duty 8 -</b><br>
Track and monitor performance appraisals, telework, and other Workforce Success. Related workstreams to ensure compliance with institutional policies, timelines, and established standards Reinforce accountability across managers and employees for timely completion and adherence to performance management expectations Support the continuous improvement of performance appraisal processes and tools to enhance consistency, effectiveness, and overall user experience Identify gaps, risks, and trends across workstreams, and partner with leadership and the HR Partners to inform targeted interventions and process enhancements.<br>
<br>
<b>Job Duty 9 -</b><br>
Perform other duties as assigned.</p></div>
</div></div></div></div><div><div><h2 class="jobSectionHeader"><b>Required Qualifications</b></h2>
<div><div><div><p><b>Educational Requirements</b><br>
Bachelor's Degree or an equivalent combination of education and experience<br>
<br>
<b>Required Experience</b><br>
6+ years of relevant experience, including 3+ years of supervisory knowledge</p><p><b>
Other Required Qualifications</b><br>
Member of the Georgia State Bar, HR Certification, coaching, or mediation certification.</p></div>
</div></div></div></div><div><div><h2 class="jobSectionHeader"><b>Preferred Qualifications</b></h2>
<div><div><div><p><b>Preferred Educational Qualifications</b><br>
Master's degree in a related discipline or equivalent, related experience<br>
<br>
<b>Preferred Experience</b><br>
Prefer seven or more years of job-related experience. Experience in higher education, the public sector, government, or related industry is highly preferred.</p><p>
</p><p><b>
Additional Preferred Qualifications</b><br>
Certification, License or Permits:<br>
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP); Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR); Certified Employee Benefit Specialist (CEBS); Certified Professional in Employee Relations Law (CPERL); Certified Labor Relations Professional (CLRP); and/or Associate Professional in Human Resources (aPHR).</p><h4 class="jobSectionHeader"><b>
Additional Preferred Skills &amp; Experience</b></h4><ul><li>
Strong foundation in <b>employee relations</b>, with the ability to manage sensitive workplace issues effectively and professionally</li><li>
Proven ability to <b>navigate complex employment laws and regulations</b>, ensuring compliance and minimizing organizational risk</li><li>
Demonstrated experience in <b>problem-solving and conflict resolution</b>, particularly in high-stakes or ambiguous situations</li><li>
Prior experience in <b>facilitation and coaching</b>, with the ability to guide leaders and employees toward effective outcomes</li><li>
Background in <b>strategic HR planning</b>, including workforce development, talent management, and organizational effectiveness initiatives</li></ul></div>
</div></div></div></div><div><div><h2 class="jobSectionHeader"><b>Proposed Salary</b></h2>
<div>
<div><div><p>Pay Range: $83,659-$117,659/yr.</p></div>
</div></div></div></div><div><div><h2 class="jobSectionHeader"><b>
Knowledge, Skills, &amp; Abilities</b></h2>
<div><div><div><p><b>KNOWLEDGE</b><br>
Advanced knowledge of employment laws and practices.</p><p><br>
<b>
SKILLS</b><br>
Strong written and verbal communication skills.</p><p>
</p><p><b>
ABILITIES</b><br>
1. Ability to serve as a subject matter expert, with experience handling complex cases and matters;<br>
2. Experience leading a team to meet institutional priorities pertaining to conducting due diligence into employee relations issues, advising on best practices in managing employment issues, and delivering excellent customer service;<br>
3. Demonstrated strong work ethic, initiative, and self-motivation, dedication to the completion of work projects, ability to collaborate and work in a team, and a passion for driving a culture of belonging and employee engagement;<br>
4. Ability to lead and inspire a team through actions consistent with the Institute's core values, including open communication, inclusive practices, and courageous decision-making and counsel.<br>
5. Must possess sound judgment to address and resolve conflicts while preserving the dignity and esteem of others involved;<br>
6. Ability to operate with discretion; ability to deliver services with a realistic/pragmatic approach based on sound judgment - balancing the needs of the Institute with the values, policies, and laws under which the Institute operates;<br>
7. Ability to effectively manage multiple projects and tasks while maintaining accuracy and attention to detail.<br>
</p></div>
</div></div></div></div><div><div><h2 class="jobSectionHeader"><b>USG Core Values</b></h2>
<div>
<div><div><p>The University System of Georgia is comprised of our 26 institutions of higher education and learning as well as the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability, and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found on-line at https://www.usg.edu/policymanual/section8/C224/#p8.2.18_personnel_conduct.</p><div>
Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found on-line at https://www.usg.edu/policymanual/section6/C2653.</div></div>
</div></div></div></div><div><div><h2 class="jobSectionHeader"><b>
Equal Employment Opportunity</b></h2>
<div>
<div><div><p>The Georgia Institute of Technology (Georgia Tech) is an Equal Employment Opportunity Employer. The Institute is committed to maintaining a fair and respectful environment for all. To that end, and in accordance with federal and state law, Board of Regents policy, and Institute policy, Georgia Tech provides equal opportunity to all faculty, staff, students, and all other members of the Georgia Tech community, including applicants for admission and/or employment, contractors, volunteers, and participants in institutional programs, activities, or services. Georgia Tech complies with all applicable laws and regulations governing equal opportunity in the workplace and in educational activities.<br>
Equal opportunity and decisions based on merit are fundamental values of the University System of Georgia (USG) and Georgia Tech. Georgia Tech prohibits discrimination, including discriminatory harassment, on the basis of an individuals race, ethnicity, ancestry, color, religion, sex (including pregnancy), national origin, age, disability, genetics, or veteran status in its programs, activities, employment, and admissions. Further, Georgia Tech prohibits citizenship status, immigration status, and national origin discrimination in hiring, firing, and recruitment, except where such restrictions are required in order to comply with law, regulation, executive order, or Attorney General directive, or where they are required by Federal, State, or local government contract.</p></div><br>
</div></div></div></div><div><div><h2 class="jobSectionHeader"><b>
Other Information</b></h2>
<div><div><div><p>This is a supervisory position.<br>
This position does not have any financial responsibilities.<br>
This role is considered a position of trust.<br>
This position does not require a purchasing card (P-Card).<br>
This position does not require security clearance.</p><p><br>
</p><p><b>
Location: Atlanta, GA</b></p></div>
</div></div></div></div><div><div><h2 class="jobSectionHeader"><b>Background Check</b></h2>
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<div><div><div>The candidate of choice will be required to pass a pre-employment background screening. http://policylibrary.gatech.edu/employment/pre-employment-screening.</div></div></div></div></div></div></div>

Associate Director-Workforce Success

<div>Overview:
<div><b>
We&rsquo;re looking for bold, entrepreneurial talent ready to help build something extraordinary &mdash; and reshape the future of building products distribution.</b></div><div></div><div><br>
QXO is a publicly traded company founded by Brad Jacobs with the goal of building the market-leading company in the building products distribution industry. On April 30, 2025, QXO completed its first acquisition: Beacon Building Products, a leading distributor in the sector.</div><div></div><div><br>
We are building a customer-focused, tech-enabled, and innovation-driven business that will scale rapidly through accretive M&amp;A, organic growth, and greenfield expansion. Our strategy is rooted in delivering exceptional customer experiences, improving operational efficiency, and leveraging data, digital tools, and AI to modernize a historically under-digitized industry.</div>
What you will do::
<p><b>
About the Role</b></p><p>
We are seeking an experienced Senior Manager, Field Compensation to join our Compensation team and play a critical role in administering, managing, and executing compensation and incentive programs that support the company&rsquo;s ability to attract and retain top talent. This position requires strong analytical skills, deep knowledge of compensation operations, and a proven ability to collaborate across the organization while driving change. The ideal candidate will have a successful track record of influencing compensation strategy and will also play a key role in developing and mentoring other compensation professionals. Additionally, this role will make an impact on company wide compensation decisions, provide thought leadership on market trends, and ensure alignment with business objectives.</p><p></p><p><b><br>
Key Responsibilities</b></p><ul><li>
Lead and administer field compensation programs, including base pay, annual bonus, and long-term incentive processes.</li><li>
Maintain compensation structures, job evaluation frameworks, and pay ranges across field operations.</li><li>
Support the design, implementation and execution of our operation&rsquo;s incentive plans</li><li>
Collaborate with key stakeholders across the Business, Finance, Legal, and Human Resources to understand their needs, solve business challenges and ensure successful design and deployment of all compensation programs.</li><li>
Responsible for creation and execution of all Operations Incentive Plan documentation and communication.</li><li>
Provide input into company wide compensation policies and frameworks.</li></ul><p></p><p><b><br>
Analytics &amp; Compliance</b></p><ul><li>
Conduct compensation benchmarking and market analyses to ensure internal equity and external competitiveness.</li><li>
Lead annual compensation cycles (merit, bonus, and equity) including data validation, reporting, and system management.</li><li>
Ensure compliance with applicable laws and regulations related to pay and programs.</li><li>
Partner with Finance and other key stakeholders on analyzing performance data to assess plan effectiveness for our Operations Incentive Plans.</li><li>
Prepare compensation reporting and dashboards to support HR and business leadership.</li><li>
Maintain historical archives of plan designs, methodologies and payout data for audit and compliance purposes.</li></ul><p></p><p><b><br>
Business Partnership &amp; Leadership</b></p><ul><li>
Provide consultative support to HR Business Partners and managers on compensation practices and policies.</li><li>
Partner with cross-functional teams to streamline compensation processes.</li><li>
Lead and develop compensation professionals, including mentoring and succession planning.</li></ul>
What you will bring::
<p><b>
Qualifications</b></p><ul><li>
Bachelor&rsquo;s degree in business, HR, Finance, or a related field (master&rsquo;s preferred).</li><li>
Minimum of 10 years of progressive compensation experience.</li><li>
Experience with managing compensation professionals is strongly preferred.</li><li>
Strong understanding of compensation principles, market benchmarking, job evaluation, and pay equity analysis.</li><li>
Proven track record of managing multiple projects at the same time.</li><li>
Proficiency with HRIS and compensation tools and advanced Excel skills.</li><li>
Excellent analytical and communication skills, with the ability to provide clear compensation guidance.</li><li>
Excellent business acumen, judgement and strong orientation with collaborative style.</li><li>
CCP (Certified Compensation Professional) preferred certification.</li></ul>
What you will earn::
<ul><li>401(k) with employer match</li><li>
Medical, dental, and vision insurance</li><li>
PTO, company holidays, and parental leave</li><li>
Paid training and certifications</li><li>
Legal assistance and identity protection</li><li>
Pet insurance</li><li>
Employee assistance program (EAP)</li></ul><div></div><div><b><i><br>
QXO is an Equal Opportunity Employer.</i></b><i> We value diversity and do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, or any other protected status.</i></div></div>

Senior Manager, Field Compensation

Valor Hospitality

<div><h1 class="jobSectionHeader"><b>COMPANY OVERVIEW</b></h1><p></p><p>
At Valor, we are passionate Hotelitarians&mdash;driven, detail-obsessed professionals who go beyond service to deliver true hospitality. With a global perspective and a commitment to thoughtful hospitality and sustainable dining, we bring enthusiasm, creativity, and local flair to every property we support. We seek individuals who value relationships, embrace high standards, and create meaningful experiences for guests, teams, and owners alike. If you&rsquo;re someone who notices the little things and strives to make a lasting impact, you&rsquo;ll thrive here.</p><p></p><p>
Please visit http://www.valorhospitality.com to learn more about our existing hotels, other exciting job opportunities and our company.</p><p></p><p><b>
POSITION PROFILE</b></p><p>
Responsible for overseeing the human resource functions and ensuring quality operation of all human resources related processes and procedures. Accountable for the delivery of all HR plans and strategies for assigned business/properties to support the achievement of business plans and objectives. This role provides expert level HR guidance and support to assigned Hotelitarians. May participate in the development of business unit plans and programs as a strategic partner particularly from the perspective of the impact on people.</p><p></p><p><b>
ESSENTIAL RESPONSIBILTIES</b></p><ul><li>
Implements Human Resources policies, procedures, and practices in the most appropriate manner to maintain business expectations. Engages and aligns human resources with business strategy.</li><li>
Provides consultation and direction to the General Managers on human resources activities including team members, training, compensation, benefits, recruitment, and team member relations.</li><li>
Provides direction and assistance on worker&rsquo;s compensation, unemployment, and policy development. Conducts, consults and provides support on issues such as wage and hour audits, EEOC claims and harassment investigations. Ensures a consistent application of human resources policies, procedures and practices for assigned region.</li><li>
Directs all aspects of the human resources function within the region. Manages human resources team members in assigned region to ensure consistent application of policies, procedures and practices.</li><li>
Collaborates with Leaders to guide employee development, teambuilding, performance management and talent planning. Enhances culture through employee discussions, exit interviews, manager feedback, employee survey results, while identifying opportunities to improve performance results.</li><li>
Defines requirements to reach business goals. Collaborates with HR Team and Operations Team in identifying solutions, implementing, and continually assessing human resources process effectiveness and improvement opportunities.</li><li>
Promotes performance management process and policies by ensuring Leadership awareness of the return of investment to the business when applying proactive performance management solutions. Utilizes key data and metrics to analyze trends, providing recommendations and solutions to the business to improve their overall performance metrics.</li><li>
Keeps current on all laws affecting human resource&rsquo;s function and participates in developing or changing policies as needed. Oversees the employee grievance process in the assigned region and ensures compliance with federal, state and local labor laws.</li><li>
Coordinates with hiring managers to ensure appropriate sourcing and recruitment strategies are implemented and followed.</li><li>
Performs other duties as assigned.</li></ul><p></p><p><b>
REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES</b></p><ul><li>
Good knowledge and experience in organization effectiveness, team dynamics, leadership development, management/leadership effectiveness, and facilitation</li><li>
Excellent teambuilding and influencing skills, unquestioned integrity, and the experience to effectively address sensitive HR issues</li><li>
Thrive in a fast-paced and loosely structured environment while also working independently with minimal supervision.</li><li>
Four-year college degree or equivalent education/experience.</li><li>
Minimum 2 years&rsquo; experience in a related position. Hotel experience preferred.</li></ul><p><b>
PHYSICAL DEMANDS</b></p><ul><li>
Ability to walk through all floors and departments of the hotel</li><li>
Lift up to 25 lbs</li><li>
Bend, reach and operate office equipment</li></ul><p></p><h1 class="jobSectionHeader"><b>
BENEFITS PACKAGE</b></h1><p></p><ul><li><p>
Competitive Salary</p></li><li><p>
Daily Pay!</p></li><li><p>
Team Member Hotel Discount Program</p></li><li><p>
Uniforms Provided for most positions</p></li><li><p>
Benefits - Health, Dental, Vision, Life Insurance, and other supplemental options</p></li><li><p>
Paid PTO</p></li><li><p>
401k with employer match</p></li><li><p>
Food and Beverage Discounts</p></li><li><p>
Tuition Reimbursement</p></li></ul></div>

Human Resource Coordinator

Explore 446+ Hr business partner in Atlanta this April. Find roles across top companies and apply now to boost your career.

446 hr business partner jobs In Atlanta

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Human Resource Coordinator