Human Resources Business Partner Go-to-Market

Human Resources Business Partner Go-to-Market

The Human Resources Business Partner (HRBP), Go-to-Market serves as the strategic people partner for Sales, Marketing, Customer Success, Professional Services, and other customer-facing functions across the Americas region. The HRBP partners directly with business leaders to drive organizational effectiveness, workforce planning, talent management, employee engagement, leadership development, and change initiatives that support business growth. In addition to supporting assigned business functions, the HRBP serves as the primary HR leader for the Atlanta office.

The role provides day-to-day HR partnership and support to local managers and employees while leading employee engagement initiatives, culture-building activities, onboarding integration, and workplace experience efforts.

Operating within Lectra's function-aligned HR model, the HRBP works closely with HR Operations, Benefits & Total Rewards, in-country HR resources, and business leaders to deliver a consistent, high-quality employee experience across the Americas. The HRBP also serves as a key resource for global mobility and immigration matters supporting assigned client groups. Please note that this is a hybrid position requiring three days per week in our Smyrna, GA office.

We are seeking candidates who are local to the area.

Strategic Business Partnership

• Serve as the primary HR Business Partner for Sales, Marketing, Customer Success, Professional Services, and other customer-facing functions across the Americas.
• Act as a trusted advisor to leaders, providing guidance on organizational effectiveness, workforce needs, talent risks, and people strategies that support business growth.
• Participate in leadership team discussions and provide insight on workforce trends, organizational capabilities, succession risks, and employee engagement.
• Partner with leaders to design and implement organizational changes that improve team effectiveness and business performance.
• Lead workforce planning initiatives that align talent resources with evolving business needs.

Talent Management & Leadership Development

• Support talent review, succession planning, and performance management processes for assigned business functions.
• Partner with leaders to identify high-potential talent and create development plans that strengthen leadership capability.
• Support retention planning for critical positions and key talent populations.
• Coach managers on leadership effectiveness, employee development, performance management, conflict resolution, and change leadership.
• Drive employee engagement initiatives that support retention, productivity, and organizational culture.

Employee Relations & Organizational Effectiveness

• Lead complex employee relations matters, investigations, performance concerns, and workplace conflict resolution activities.
• Ensure consistent and fair application of company policies, practices, and employment standards.
• Advise leaders on employee relations risks and recommend proactive solutions that support positive employee outcomes.
• Support organizational assessments and initiatives that improve team effectiveness, collaboration, and employee experience.

Talent Acquisition & Workforce Planning

• Partner with business leaders to develop talent acquisition strategies, workforce plans, and hiring priorities that support business growth objectives.
• Provide guidance on organizational capability needs, critical talent requirements, and selection decisions for key positions across the Go-to-Market organization.
• Partner with leaders to evaluate organizational structures, role alignment, and workforce capabilities.
• Develop recommendations regarding organizational design, span of control, succession readiness, and talent…