SENIOR MANAGER, HRBP

CARE; Atlanta (GA); On-site; USD 94,000 - 131,000; Full time

Job summary

CARE seeks a Senior Manager, HRBP to partner with executive leaders, shaping workforce strategy and culture across the organization. You will drive talent planning, leadership development, and organizational design while guiding complex employee-relations matters.

You will lead analytics, governance, and digital-first HR initiatives that support CARE’s mission and transformation. A global, diverse workplace awaits.

Qualifications

• Bachelor's degree or equivalent in HR, business, or related field.
• Minimum 10 years of HR experience with senior partner exposure.
• Strong analytics, leadership, and change-management capabilities.

Responsibilities

• Partner with senior leaders to translate strategy into HR and workforce plans.
• Lead talent reviews, succession planning, and leadership development.
• Provide guidance on organizational design, workforce planning, and employee relations.
• Analyze workforce data to drive decisions and improvements.

Skills

HR strategy

Workforce analytics

Leadership coaching

Employee relations

Project leadership

Change management

Education

Bachelor's degree in Human Resources / related field

Master's degree in HR / related field

Job description

Work Location : US - Atlanta, GAType of Post : Not ApplicableOther Possible Location :Funding : APPROVEDExpected Travel : Not ApplicableType of Contract :Language Requirement : EnglishApplication Deadline :Employee Duration : Full-Time

Pay Range Details
$93,760.88 - $130,796.43 Annually
USA Grade E

• Starting salaries are based on various factors, including candidate experience, education, knowledge, skills, and the cost of labor where the job is based. Salaries listed only apply to jobs based in the US.

Who We Are

As a global leader, CARE is shaping the future of the humanitarian and development sector. Each year, we deliver support and services to millions of people globally. We do this by focusing on our mission and vision, and the values of equality and excellence that guide our organization. We seek dedicated individuals who align with our mission and are passionate about making it a reality by collaborating with others, embracing learning and innovation, and delivering results.

What We Are Looking For

At CARE, we value diversely talented people who can bring different experiences and perspectives to our organization. We know that not all applicants will have every skill and qualification. We encourage everyone who meets the minimum required qualifications to apply. Having one or more of the preferred qualifications will strengthen an application. But, even if you are earlier in your career or followed a non-traditional educational or professional path, we hope you will consider a career at CARE.

Job Title

SENIOR MANAGER, HRBP

Job Location(s)

US - Atlanta, GA

Job Summary

The Senior Manager, People and Culture Business Partnerships serves as the primary strategic People and Culture advisor to assigned senior leaders and client groups. The role translates organizational priorities into integrated workforce, talent, organizational design, culture, and employee-experience strategies; leads workforce and succession planning; advises on complex employee relations and employment risk; and uses workforce analytics to guide decisions. Working across headquarters, regional, and country-office structures, the Senior Manager partners with Legal and People and Culture Centers of Excellence, provides functional leadership to HR Business Partners, and advances modernized, digital-first and responsible AI-enabled HR practices that support CARE's mission and transformation agenda.

Responsibilities

Strategic People and Culture Business Partnership and Executive Advisory

• Serve as the primary People and Culture advisor to assigned senior leaders and leadership teams, translating organizational priorities into integrated workforce, talent, culture, and organizational effectiveness strategies.
• Lead annual people planning, identifying workforce priorities, critical capabilities, talent risks, succession vulnerabilities, and actions required to achieve business objectives.
• Provide independent, evidence-based advice on workforce decisions, leadership effectiveness, organizational structure, employee experience, and employment risk; constructively challenge decisions inconsistent with CARE's values, policies, or priorities.
• Participate in leadership-team discussions and ensure workforce, culture, inclusion, safeguarding, and organizational implications are considered.
• Build trusted relationships across headquarters, regional, and country-office structures and hold leaders accountable for agreed people actions.

Workforce Planning, Organizational Design and Change Leadership

• Lead strategic workforce planning, including assessment of staffing requirements, workforce capacity, critical roles, capability gaps, and talent availability.
• Advise leaders on organizational design, operating models, role clarity, spans of control, reporting relationships, job design, workforce deployment, and restructuring.
• Lead people-related components of restructures, workforce transitions, functional redesigns, integrations, and other significant changes with Legal, Finance, Total Rewards, and People and Culture Centers of Excellence.
• Assess employee impacts and develop change-management, communication, consultation, training, and stakeholder-engagement plans.
• Ensure organizational and workforce decisions align with CARE's job architecture, global policies, inclusion commitments, delegated authorities, and employment requirements.

Talent, Performance, Succession and Leadership Effectiveness

• Lead talent reviews, succession planning, and performance calibration, ensuring identification of critical roles, high-potential talent, development priorities, retention risks, and succession gaps.
• Advise leaders on talent deployment, internal mobility, career development, leadership pipelines, capability building, and workforce continuity.
• Coach senior leaders and managers on leadership effectiveness, team dynamics, goal setting, performance improvement, difficult feedback, employee development, and persistent underperformance.
• Analyze engagement results and workforce indicators and develop measurable improvement plans with leaders.
• Promote equitable and inclusive talent decisions by identifying and challenging bias in recruitment, performance, promotion, succession, development, compensation, and workforce planning.

Employee Relations, Analytics, Total Rewards and HRBP Leadership

• Provide senior-level advice on complex and sensitive employee-relations matters and lead or oversee reviews and investigations with Legal, Employee Relations, Safeguarding, Ethics, Security, and other stakeholders.
• Assess legal, financial, operational, safeguarding, cultural, and reputational risks; recommend defensible, consistent, values-aligned actions and elevate high-risk matters.
• Advise senior stakeholders on sensitive employee-relations and PSHEA matters and identify systemic trends requiring preventative interventions, policy changes, or manager education.
• Analyze workforce data and provide actionable insights on turnover, retention, vacancies, engagement, performance, succession, employee-relations trends, demographics, mobility, absence, and capacity.
• Partner with Total Rewards on job evaluation, job architecture, compensation reviews, promotions, market adjustments, retention proposals, pay equity, and workforce-cost implications.
• Set consistent HRBP priorities and service standards; coach less-experienced Business Partners; lead cross-functional projects; and champion digital-first, analytics, automation, and responsible AI-enabled HR practices.

LI#ST1

Required Qualifications

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field, or an equivalent combination of education and progressively responsible experience.
• Minimum of 10 years of progressively responsible human resources experience, including at least 5-7 years in an HR Business Partner or comparable senior HR role.
• Demonstrated experience leading HR strategy and service delivery within a large, complex, geographically dispersed, or multinational organization.
• Proven success advising senior leaders on organizational design, workforce planning, succession, talent strategy, organizational change, and complex employee relations.
• Strong workforce analytics, written, verbal, interpersonal, influencing, and project-leadership skills, with the ability to handle confidential and sensitive matters with sound judgment and diplomacy.

Preferred Qualifications

• Master's degree in Human Resources, Organizational Development, Business Administration, or a related field.

Equal Opportunity Statement

CARE is an Equal Opportunity employer. We provide equal employment opportunities to all employees and qualified applicants for employment without regard to race, color, sex, religion, ancestry, national origin, age, disability, marital status, or veteran status, or any other characteristics protected under applicable law.