Human Resource Business Partner

Hunter Douglas is the world’s leading manufacturer of window coverings and a major manufacturer of architectural products. We are a brand that you know and trust. With more than 100 years of innovation, we’ve defined our industry with proprietary products that deliver revolutionary style and functionality and can be found in millions of homes and commercial buildings globally.

As a member of the Hunter Douglas family of brands, LEVOLOR, Inc. is a leading manufacturer and marketer of custom and sizable window covering products including blinds and shades. LEVOLOR is headquartered in Atlanta, Georgia. Founded in 1911, we are committed to delivering innovative, high quality products to consumers under the most recognized brand in our industry today.

We are searching for candidates that are driven, intelligent, creative, and entrepreneurial. By offering challenging and accelerated opportunities for growth, powered by a shared hunger for success, we create a space for your career to thrive. In return for your expertise, we are committed to providing competitive and robust total compensation and benefit packages to ensure you feel valued. Our dream is to become the fastest growing, most loved, window covering company in the world.

What’s yours?

We’re seeking an experienced HR Business Partner to serve as a strategic advisor to our leadership team. We need a seasoned HR professional who can independently own core people processes end-to-end, influence senior leaders, and drive accountability across the organization.

Partner with leaders to enable business outcomes. Embed with business leaders to understand their goals, then translate those into talent strategies: org design, succession planning, capability gaps, and retention risks. Bring data and a point of view to leadership conversations.

Own and elevate core HR processes. Take full ownership of performance and bonus management, engagement scores and action plan development, compensation cycles, employee relations, and workforce planning. Design, document, and continuously improve these processes rather than simply administering them.

Drive leader accountability. Hold leaders accountable to people commitments — performance conversations, development plans, engagement follow-through, and timely decisions. Challenge with the best outcome in mind for both the employee and employer.

Handle employee relations with judgment and rigor. Independently manage investigations, performance issues, and sensitive situations from intake through resolution, balancing risk, fairness, and business needs.

Use data to drive decisions. Track and report on people metrics (turnover, engagement, performance distribution, time-to-fill) and use them to identify problems early and hold the business accountable to outcomes.

• 5 years of HR experience in a true business partner capacity supporting director-level or above stakeholders
• Demonstrated track record of building or overhauling HR processes — not just executing someone else's playbook
• Deep employee relations experience, including independently leading investigations and managing complex performance situations
• Working knowledge of employment law and compliance requirements
• Comfort with data and data tools and demonstrated ability to build a narrative from data
• Experience in a lean HR environment where you've had to be both strategic and hands‑on.

• Experience supporting an organization through growth, restructuring, or significant change
• Background in coaching or facilitation
• Experience working with Oracle and or implementing performance management tools and processes

• Leaders proactively engage you on org and people decisions rather…