Sr. Human Resources Business Partner
Listed on 2026-09-24
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HR/Recruitment
HR Generalist / Talent Management, HR Manager, Recruiter / Talent Acquisition
Position:Sr. Human Resources Business Partner
Location: Alpharetta, GA
Remote Status: On-Site
Job :296
# of Openings:1
Position DescriptionPosition Title: Sr. HR Business Partner & Talent Program Leader
Department
:
Human Resources
Reports to: Chief Human Resources Officer (CHRO)
Job Scope and Accountabilities:We are seeking a highly experienced Senior Human Resources Business Partner & Talent Program Leader to serve as a strategic advisor to business leaders while owning critical enterprise talent initiatives. This role is approximately 60% HR Business Partner and 40% Program Management, with primary accountability for leading our performance management and leadership development strategies.
The ideal candidate is a seasoned HR professional who has successfully built, implemented, and optimized talent programs in dynamic organizations. This individual must be capable of operating independently, influencing senior leaders, managing complex initiatives, and delivering measurable business outcomes with minimal onboarding or supervision.
In addition to strong HR expertise, we are seeking someone with demonstrated business acumen, including comfort with financial analysis, workforce planning, and emerging AI capabilities that can improve organizational effectiveness and employee outcomes.
Key Responsibilities:Strategic HR Business Partnering (Approximately 60%)
- Partner with executives and functional leaders on organizational priorities, workforce needs, talent, performance, engagement, retention, and change management.
- Translate business strategy into practical people strategies, leadership actions, workforce plans, and measurable outcomes.
- Coach leaders on expectations, feedback, employee relations, team effectiveness, talent development, and healthy accountability.
- Use engagement data, talent information, business metrics, and employee insights to identify trends and recommend action.
- Identify organizational risks, capability gaps, succession concerns,
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