HR Business Partner

Website GoTo Foods

Essential Functions
  • Builds Strategic Partnerships
    • Has a high level of business literacy about the business unit’s core function, financial position, business plans, challenges, opportunities, culture, and marketplace competition.
    • Anticipates HR-related needs in the business unit(s) and takes the initiative to proactively address current and future needs.
    • Analyzes business unit trends and metrics to increase HR’s contribution to the organization’s goals and business needs.
    • Develops, recommends, and integrates solutions to address HR needs while maintaining focus on the business unit’s goals.
    • Supports research, discussions, and integration of best practices from other functions/business units within the organization, as well as externally.
    • Identifies gaps (e.g., people, processes, policies, procedures, practices, etc.) in the business unit(s), proposes recommendations/solutions, and supports implementations.
  • Implements and Drives Talent Management
    • Partners with business leaders to drive talent management programs to increase the organization’s capability.
    • Partners with business leaders, managers, and HR teams to drive the processes and practices to attract, select, develop, and retain highly qualified associates.
    • Provides guidance, coaching, and training (e.g., how to interview, how to select, etc.) to hiring managers prior to the selection process to increase their ability to hire the most qualified candidate.
    • Collaborates with business leaders and hiring managers to ensure best practices are utilized in the hiring, selection, and offer processes (e.g., determining if an open position needs to be filled or reallocated, ensuring the offer is competitive, within budget, reasonable, and consistent with internal equity and the incentive plan, etc.).
    • Serves as a change agent in the business unit(s) by championing new HR programs and practices to continuously increase levels of associate engagement and the organization’s capacity.
    • Manages performance and development processes (e.g., performance management, development plans, career development, succession planning, etc.) to assure fairness, objectivity, and consistency.
    • Collaborates with business leaders and the Organizational Development team to identify key positions and high potential associates, to facilitate talent reviews, and to create development plans for increasing bench strength and utilizing the best talent throughout the organization.
  • Delivers and Implements HR Programs
    • Serves as a trusted advisor, sounding board, and liaison between the business and HR to ensure that HR services are aligned with internal needs.
    • Drives people processes and programs by providing HR functional and technical leadership.
    • Serves as the initial point of contact for associates and business leaders on HR functions and processes (e.g., rewards and recognition, talent management, annual merit increase, performance management, career development, benefits, compensation, recruitment, payroll, employee relations, HR policy and procedure administration, etc.), problem resolution, and escalation of issues.
    • Partners with business leaders to discuss key HR functions and processes, to address concerns, issues, and challenges, and to develop action plans accordingly.
    • Identifies individual coaching needs for business leaders and associates to achieve optimal performance, positive work relationships, associate engagement, retention of key talent, and solid bench strength.
    • Delivers day-to-day performance management guidance to business leaders and associates, including coaching, counseling, skill development, training, and career planning to maintain a productive work environment.
    • Drives ongoing HR programs and processes (e.g., goal setting, Annual Merit Review, etc.) in the business unit(s) and provides guidance and support.
    • Tracks and reports on the metrics for turnover, engagement, diversity, responsiveness, bench strength, and business unit performance.
Job Summary

The HR Business Partner delivers business driven Human Resources initiatives. This person understands the current business landscape and partners strategically with client groups to deliver integrated and inclusive HR thought-leadership in areas related to Talent Management, Compensation & Benefits, Organizational Effectiveness, and Culture & Inclusion. The ideal candidate will have previous experience as an HR Business Partner and at least 5 years of broad HR experience. They will have the opportunity to leverage outside-the-box thinking to execute ground-breaking results. Proven track record of delivering results that impact the business and quickly adapt to changing priorities is a must.

Work Location
Fixed Hybrid-Atlanta
Required for All Jobs
Alternate Posting Locations
  • Bachelor’s Degree, Human Resources or a related field is highly preferred, Pref
Work Experience
  • 5 + years of HR experience, preferably in a Generalist role, Pref
  • Experience working with mid to senior levels of an organization with involvement in strategic decision-making, Pref
Skills & Abilities
  • Ability to translate business plans and goals into human resource capabilities needed
  • Ability to lead in driving and executing HR initiatives to achieve business objectives
  • Ability to influence and interface with business leaders and executives
  • Knowledge and understanding of associate engagement methodology
  • Ability to diagnose problems and identify/drive appropriate solutions
  • Ability to facilitate the resolution of different views
  • Knowledge and understanding of differing cultural perspectives
  • Ability to guide and support the ongoing performance management process
  • Knowledge of succession planning methodology to participate in the identification and development of talent to be ready and in place for critical leadership positions
  • Possesses a broad understanding of Human Resources function (e.g, recruitment, compensation, benefits, payroll, talent management, organizational development, training, performance management, succession planning, etc.)
  • Ability to convey clear, concise information in verbal, written, electronic, and other communication formats; to demonstrate active listening while engaging others; and to articulate ideas and present information to all levels of the organization and varying sizes of audiences
  • Ability to maintain and handle matters of confidentiality with utmost tact and diplomacy
  • Ability to develop and maintain positive business relationships and foster an environment of mutual respect, understanding, and support; and to build and maintain trusted relationships through all levels of the organization
  • Ability to anticipate and respond to the needs of stakeholders (e.g, internal and external customers, etc.) in a timely manner
  • Ability to adapt and adjust planned work through analyzing work demands, competing priorities, and tight deadlines; to understand the most effective and efficient means to accomplish tasks within the parameters of the organizational structure, processes, systems, and policies
  • Understands business operations and the functions within the organization; possesses knowledge of company operations, policies, and procedures; and understands the industry and business/competitive environment, company operations, policies, and procedures; and understands the industry and business/competitive environment
Travel Requirements
  • None

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