Senior Human Resources Business Partner

Kahua; Alpharetta (GA); On-site; USD 120,000 - 180,000; Full time

Job summary

Kahua seeks a Senior HR Business Partner & Talent Program Leader to act as a strategic advisor to senior leaders, owning enterprise talent initiatives. The role blends HRBP responsibilities (60%) with program leadership (40%), focusing on performance management and leadership development.

You will partner with executives, translate strategy into people actions, coach leaders, use data to drive decisions, and collaborate with Finance on workforce planning and ROI.

Qualifications

• 8+ years HR experience including senior HRBP support
• Experience in technology/SaaS or fast-paced growth
• Leadership development program design and leadership coaching
• Advising executives on complex organizational, talent, performance, and change matters
• Strong employee relations judgment with discretion
• Independent worker with sound decision making
• Experience leading enterprise HR programs from strategy to measurement
• Excellent facilitation, presentation, coaching, writing & executive communication
• Ability to use data to measure outcomes and drive recommendations
• Strong business/financial acumen; link people decisions to performance
• Genuine curiosity about applying AI to HR and business challenges

Responsibilities

• Partner with executives on priorities, workforce needs, talent, performance, engagement, retention, and change management
• Translate strategy into people strategies, workforce plans, and measurable outcomes
• Coach leaders on expectations, feedback, employee relations, team effectiveness, and development
• Use data and insights to identify trends and actions
• Identify risks, capability gaps, succession concerns, and retention risks
• Own and implement Kahua's performance management strategy and calendar
• Lead goal setting, check-ins, assessments, calibration, and year-end reviews
• Link performance management to compensation, reviews, and engagement
• Improve quality of performance conversations with tools and coaching
• Design and execute leadership development programs across levels
• Create scalable leadership capability and succession readiness solutions
• Identify leadership gaps with executives and develop targeted plans
• Evaluate program effectiveness with metrics and business outcomes
• Identify opportunities to use AI to improve HR processes and leader effectiveness
• Partner with Finance on workforce planning, budgets, headcount, and ROI

Skills

HR Business Partner

Leadership development

Executive coaching

Performance management

Data analysis

Financial acumen

Workforce planning

Change management

AI in HR

Education

Bachelor's degree in Human Resources

Job description

Position Title: Senior 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, and retention risks.
• Build trusted relationships with leaders while maintaining sound judgment, confidentiality, consistency, and fairness.

Performance Management Program Leadership (Approximately 20%)

• Own Kahua’s performance management strategy, annual cycle, tools, communications, and manager enablement.
• Lead goal setting, check-ins, assessments, calibration, development planning, and year-end reviews.
• Connect performance management to business objectives, compensation, talent reviews, succession planning, and engagement.
• Improve the consistency and quality of performance conversations across the organization through effective coaching, tools, and resources.

Leadership Development Program Leadership (Approximately 20%)

• Design and execute leadership development strategies and programs across multiple leadership levels.
• Create scalable solutions focused on leadership capability, succession readiness, and organizational growth.
• Partner with executives to identify leadership gaps and develop targeted development plans.
• Evaluate program effectiveness through established metrics and business outcomes.
• AI, Data, and Financial Acumen
• Identify practical opportunities to use AI to improve HR processes, manager effectiveness, leadership development, employee communications, and workforce insights.
• Help leaders use AI responsibly and effectively to support team leadership, decision-making, and productivity.
• Partner with Finance on workforce planning, compensation, budgets, headcount, business cases, and return-on-investment analysis.

How You’ll Define Success

In the first year, you will:

• Establish credibility and trusted partnerships with executives and functional leaders.
• Deliver a clear, consistent, and effective performance management process.
• Improve the quality of goal setting, feedback, development planning, and performance conversations.
• Deliver leadership development programs that produce practical behavior change.
• Strengthen connections among performance management, engagement, talent reviews, compensation, and succession planning.
• Introduce responsible uses of AI that improve HR and leadership effectiveness.
• Demonstrate sound financial and business judgment in people-related recommendations.

Professional Experience Required:

• Minimum 8 years of progressive HR experience, including significant experience as an HR Business Partner supporting senior leaders.
• Experience working in a technology, SaaS, or fast-paced growth environment.
• Demonstrated experience designing and leading leadership development or manager effectiveness programs.
• Experience advising executives and senior leaders on complex organizational, talent, performance, and change-related matters.
• Strong employee relations judgment and the ability to manage sensitive issues with discretion and consistency.
• Proven ability to operate independently, establish priorities, make decisions, and deliver high-quality work without extensive training.
• Experience leading enterprise HR programs from strategy through implementation, communication, and measurement.
• Strong facilitation, presentation, coaching, writing, and executive communication skills.
• Demonstrated ability to use data and employee insights to make recommendations and measure outcomes.
• Strong business and financial acumen, with the ability to connect people decisions to company performance.
• Genuine curiosity about AI and the ability to apply it thoughtfully to HR and business challenges.

Education:

• Bachelor's degree from an accredited college or university in Human Resources, Business, or related field.

Interpersonal & Business Skills:

• Strategic and systems-level thinker
• Highly data-literate with strong financial acumen
• Change leadership and transformation experience
• Executive presence with a collaborative leadership style
• Deep understanding of workforce economics and scaling dynamics
• Strong judgment, discretion, and governance mindset
• Exhibits alignment with Kahua’s Core Values of Teamwork, Customer Focus, Continuous Improvement, Performance, and Work-Life Balance.

At Kahua, we value a diverse, inclusive workforce and we provide equal employment opportunities for all applicants and employees. All qualified applicants for employment will be considered without regard to an individual’s race, color, sex, gender identity, gender expression, religion, age, national origin or ancestry, citizenship, physical or mental disability, medical condition, family care status, marital status, domestic partner status, sexual orientation, genetic information, military or veteran status, or any other basis protected by federal, state or local laws. If you are unable to submit your application because of incompatible assistive technology or a disability, please contact us at [e-mail]