Regional HR Business Partner, Atlanta

Posted Date: Jan-16-2020

Job ID: 16699

Job Type: Full Time

Job Function: Human Resources

City: Atlanta

State: Georgia

Store: Atlanta

What's cool about this job

Based in the Southeast, the HR Business Partner is deployed to client groups to serve as a broker, liaison and primary point of contact for management on a wide array of business topics. Consults and advises leaders by understanding their business, goals, environment, and needs. Proactively identifies issues impacting team and individual performance. Promotes, communicates and implements organizational-wide HR programs and initiatives. Responsible for collaborating and partnering with all HR disciplines regarding people/business issues and the needed solutions inside and outside the HR disciplines.

Strategic Partner

  • Assess and diagnose root causes of people-related challenges, track trends and share with partners in HR as appropriate
  • Provide consultation to business units on organizational design and structure changes; liaison between business units and HR functions
  • Build and continually evolve business acumen for assigned customer, overall organization and industry through both internal and  external partnerships
  • Implement roll outs of HR strategy/initiatives and advocate for HR programs across business units
  • Support business units with communication and change management; demonstrate flexibility and agility to support an increasingly complex and rapidly changing business environment


Performance Advisor

  • Provide support to increase leadership effectiveness in creating a culture of feedback and coaching and a goal driven environment
  • Partner with leaders to assess and identify development needs and gaps leveraging current development tools; partner with HR center of expertise to share trends and/or broker support
  • Assess and analyze employee survey results; partner with leaders to drive engagement and effective employment practices in their business units
  • Proactively identify issues impacting team and individual performance, providing appropriate solutions; challenge leaders to address performance issues quickly so it does not affect performance of the team
  • Promote on-boarding and talent management tools to ensure they are utilized for leaders and employees 


Employment Practices

  • Serve as primary point of contact for leaders on resolving employee issues – including Ethics & Compliance calls, EEOC claims and employee investigations
  • Mitigate company risk by pro-actively identifying and documenting trends, providing solutions using consistent methods and sound judgment and conducting thorough, objective investigations
  • Support Employment Practice education for leaders by keeping individual knowledge and skills up-to-date to retain subject matter expertise.  Assist and deliver Employment Practice education as needed
  • Monitor and recommend changes on existing policies to mitigate risk or enhance employee experience
  • Share knowledge with others in the department to increase their understanding of how to resolve issues


Operational Excellence

  • Consult on implementation strategies for changes from HR to customers; implement as needed in business units
  • Leverage HR partners (COE’s) to meet customer needs in a timely and effective manner; Constructively partner with HR teams to analyze and translate data into actionable information for our customers
  • Understand and advocate for HR programs and practices.  Link HR strategy with organizational strategy
  • Broker customer requests and needs through the appropriate channels within HR 
  • Support HR division and business units to flawlessly implement all HR programs and initiatives

Bring your passion and expertise

  • 5+ years of experience in Human Resources (3+ as HR Generalist)
  • 4-year degree preferred
  • General knowledge of all HR competencies: organizational design, performance management, leadership development, employee practices, compensation, benefits & rewards
  • Proven consulting skills that link performance to business goals
  • Knowledgeable of organizational change management practices
  • Proven ability to assess, analyze and communicate client group needs; collaborate with HR centers of expertise to identify and effectively integrate solutions that deliver the desired results
  • In-depth knowledge of employment law and risk management
  • Uses business knowledge, innovative thinking, and sound judgment in the solution of problems
  • Identifies trends and root cause and solutions
  • Challenges the status quo, champions change and influences others to change
  • Demonstrated project management and planning skills
  • Works independently to prioritize work, establish goals and produce quality work
  • Executes effectively by using resources efficiently, meeting deadlines, and keeping others informed of work plans and progress toward goals
  • Strong verbal and written communication skills
  • Ability to quickly build relationships to influence the accomplishment of organizational goals
  • Leverages technology for efficiency and proficient in all programs of Microsoft Office suite

At REI we offer an enviable work environment that has been recognized on the "100 Best Companies to Work For" list since the award's inception – 22 years in a row! Sure, we work hard, but it’s balanced with time off to play—a strategy that works for us as we continue to grow and thrive. Want to enjoy a workplace where you can be yourself, be heard and be respected while having a job that challenges you? This is the place.

With more than 150 retail locations (and growing), REI offers unique competitive benefits to its more than 13,000 employees, including healthcare, gear and apparel discounts, free equipment rentals and challenge grants to help employees reach personal outdoor goals, generous retirement plan contributions, public transit subsidy, adoptions assistance, paid sabbaticals, and more.

REI is an Equal Opportunity Employer

ARTICLE 23-A, Section 753

§753. Factors to be considered concerning a previous criminal conviction; presumption.

1. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall consider the following factors:

(a) The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses.

(b) The specific duties and responsibilities necessarily related to the license or employment sought or held by the person.

(c) The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities.

(d) The time which has elapsed since the occurrence of the criminal offense or offenses.

(e) The age of the person at the time of occurrence of the criminal offense or offenses.

(f) The seriousness of the offense or offenses.

(g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct.

(h) The legitimate interest of the public agency or private employer in protecting property, and the safety and welfare of specific individuals or the general public.

2. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall also give consideration to a certificate of relief from disabilities or a certificate of good conduct issued to the applicant, which certificate shall create a presumption of rehabilitation in regard to the offense or offenses specified therein.