Senior HR Business Partner

With a mantra of Empowering Human Potential, Hanger, Inc. is the world's premier provider of orthotic and prosthetic (O&P) services and products, offering the most advanced O&P solutions, clinically differentiated programs and unsurpassed customer service. Hanger's Patient Care segment is the largest owner and operator of O&P patient care clinics nationwide. Through its Products & Services segment, Hanger distributes branded and private label O&P devices, products and components, and provides rehabilitative solutions to the broader market. With 160 years of clinical excellence and innovation, Hanger's vision is to lead the orthotic and prosthetic markets by providing superior patient care, outcomes, services and value. Collectively, Hanger employees touch thousands of lives each day, helping people achieve new levels of mobility and freedom.

We are seeking a Senior HR Business Partner to join our team onsite at our Alpharetta, GA Resource Center (ARC). Reporting to the Vice President, Human Resources, this role will serve as a trusted advisor and strategic partner to key Vice President-level business leaders across Products & Services and Supply Chain/Operations, translating business priorities into people strategies that strengthen organizational effectiveness, talent, engagement, and performance.

The Senior HR Business Partner will support employees at the Alpharetta Resource Center as well as additional field-based employees. This is a highly visible role that combines strategic business partnership with hands-on HR leadership in a fast-paced operational environment. The successful candidate will develop a deep understanding of the businesses they support, build strong relationships with leaders and employees, and proactively identify people and organizational opportunities that enable business success.

Working closely with business leaders, the Senior HR Business Partner will provide counsel and leadership across organizational effectiveness, workforce planning, talent and succession, performance management, employee relations, engagement and retention, leadership development, and change management.

The role will also partner closely with HR colleagues across Talent Acquisition, Compensation, Benefits, Talent Management, and other HR functions to translate business needs into integrated people solutions and ensure effective execution of enterprise HR programs and initiatives.

Strategic Business Partnership & Organizational Effectiveness

• Serve as a trusted advisor and strategic HR partner to VP-level business leaders across Products & Services and Supply Chain/Operations, developing a strong understanding of business priorities, operational needs, and workforce challenges.
• Translate business priorities into practical people strategies and solutions that strengthen organizational capability and support business performance.
• Provide a thoughtful and informed point of view on people and organizational matters, using business acumen, data, and critical thinking to influence decisions.
• Assess organizational needs and capability gaps and take a consultative approach to developing solutions, coaching leaders, and strengthening team effectiveness.
• Partner with leaders on organizational design and workforce considerations to ensure structures, roles, and capabilities align with evolving business needs.
• Support organizational change initiatives by helping leaders anticipate people impacts, develop change strategies, and effectively communicate and implement change.
• Analyze workforce trends, metrics, and other insights to identify opportunities and recommend solutions that support business objectives.

Talent & Workforce Planning

• Partner with leaders to assess current and future workforce needs and develop strategies related to talent acquisition, retention, development, and workforce planning.
• Facilitate talent reviews and succession planning, helping leaders assess talent, identify critical roles and succession needs, recognize high-potential talent, and develop actionable talent plans.
• Partner with leaders to identify organizational capability and development needs and translate those insights into meaningful development strategies.
• Strengthen performance management practices through effective goal setting, performance evaluations, development planning, coaching, and accountability.
• Collaborate with Talent Acquisition and business leaders to develop effective recruiting and selection strategies, particularly for high-volume and operational hiring needs.
• Partner with Compensation and other HR teams to support thoughtful, equitable, and consistent compensation decisions.
• Identify opportunities to strengthen leadership capability and partner with the broader HR team to develop and deliver leadership development solutions.

Employee Relations & Performance Management

• Provide trusted counsel and coaching to leaders on complex employee relations matters, including performance, conduct, workplace concerns, conflict resolution, and policy interpretation.
• Coach leaders through performance management situations, ensuring expectations, feedback, documentation, and actions are clear, timely, and consistent.
• Partner with leaders to foster a positive employee environment while appropriately balancing the employee experience, business needs, and organizational risk.

Engagement, Retention & Culture

• Partner with leaders to develop strategies that strengthen employee engagement, retention, inclusion, and organizational culture.
• Analyze employee feedback, workforce trends, turnover, and other people metrics to identify opportunities and recommend targeted actions.
• Lead and support retention initiatives, including new-hire check-ins, stay interviews, and other programs designed to strengthen the employee experience and proactively address retention risks.
• Maintain visibility and build trusted relationships with employees and leaders across supported populations to develop a strong understanding of the employee experience.
• Help leaders identify and address emerging workforce concerns and opportunities before they become broader organizational challenges.
• Partner with leaders and HR colleagues to reinforce a culture of accountability, engagement, inclusion, and high performance.

Leadership Development & Change Management

• Partner with business leaders and the broader HR team to identify leadership and organizational development needs and implement solutions for supported client groups.
• Develop, adapt, and facilitate leadership and employee development programs using existing resources and newly created content as appropriate.
• Coach leaders through organizational and operational change, providing practical change management strategies that support adoption and engagement.
• Facilitate discussions, workshops, and presentations that help leaders translate people strategies into meaningful action.
• Support leaders in strengthening their effectiveness as people leaders through ongoing coaching, feedback, and development.

HR Operations, Compliance & Execution

• Ensure effective execution of core HR programs and processes, including onboarding, performance management, talent reviews, compensation, employee engagement, and offboarding.
• Oversee and support an effective onboarding experience for new employees, partnering with appropriate teams to ensure operational, training, and compliance requirements are completed.
• Partner with Talent Acquisition, staffing agencies, and hiring managers to support effective end-to-end recruiting and workforce solutions.
• Provide guidance to leaders and employees regarding HR policies, programs, practices, and available resources.
• Partner collaboratively with HR colleagues and Centers of Expertise to ensure consistent and effective delivery of HR programs and initiatives.
• Ensure HR practices and processes are executed consistently and in accordance with company policies and applicable regulatory requirements.
• Support additional business and HR priorities as needed.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business, Management, or a related field.
• Five (5) or more years of progressive HR experience, including demonstrated success in an HR Business Partner or HR Generalist capacity supporting business leaders.
• Demonstrated experience partnering with senior business leaders and providing consultation and coaching on complex people and organizational matters.
• Experience supporting a fast-paced operational environment with responsibility for employee relations, performance management, talent, engagement, and workforce-related initiatives.
• Demonstrated experience partnering with Talent Acquisition, Compensation, and other HR functions to develop and implement effective people solutions.

Preferred Qualifications

• Experience supporting high-volume employee populations and/or geographically dispersed teams.
• Experience facilitating talent reviews, succession planning, leadership development, organizational effectiveness, and change management.
• Experience using workforce analytics and people data to identify trends and influence business decisions.

• Strong business acumen and curiosity, with the ability to understand business strategy and connect people priorities to operational and financial objectives.
• The ability to quickly establish credibility and build trusted relationships with senior leaders, employees, and HR colleagues at all levels of the organization.
• Strong judgment and critical thinking, with the confidence to provide a point of view, constructively challenge when appropriate, and influence decisions.
• A proactive and consultative mindset, with the ability to anticipate needs.
• Strong analytical skills and the ability to use workforce data and insights to identify trends, diagnose issues, and recommend solutions.
• Excellent communication, consultation, coaching, and interpersonal skills.
• The ability to navigate complex and sensitive employee matters with discretion, consistency, and sound judgment.
• Strong organizational and prioritization skills with the ability to manage multiple priorities in a fast-paced environment.
• Resilience, adaptability, and a solutions-oriented mindset.
• A collaborative approach and the ability to effectively partner with HR colleagues and business leaders across geographically dispersed teams.
• Demonstrated ability to develop and facilitate effective presentations, discussions, and training for leaders and employees.
• Proficiency with Microsoft Office applications, including Excel and PowerPoint, with the ability to analyze data and translate information into meaningful business insights and recommendations.
• A commitment to acting with integrity, transparency, professionalism, and respect in all interactions.
• Availability for occasional travel.

• Competitive Compensation Packages
• 8 Paid National Holidays & 4 additional Floating Holidays
• PTO that includes Vacation and Sick time
• Medical, Dental, and Vision Benefits
• 401k Savings and Retirement Plan
• Paid Parental Bonding Leave for New Parents
• Flexible Work Schedules and Part-time Opportunities
• Generous Employee Referral Bonus Program
• Mentorship Programs- Mentor and Mentee
• Student Loan Repayment Assistance by Location
• Relocation Assistance
• Regional & National traveling CPO/CO/CP opportunities
• Volunteering for Local and National events such as Hanger’s BAKA Bootcamp and EmpowerFest

Hanger, Inc. is committed to providing equal employment opportunity in all aspects of the employer-employee relationship. All conditions and privileges of employment are administered to all employees without discrimination or harassment because of race, religious creed, color, age, sex, sexual orientation, gender identity, national origin, religion, marital status, medical condition, physical or mental disability, military service, pregnancy, childbirth and related medical conditions, special disabled veteran status, or any other classification protected by federal, state, and local laws and ordinances. The company will comply with all applicable state or local fair employment laws that forbid discrimination or harassment on the basis of other protected characteristics. Retaliation against any employee for filing or supporting a complaint of discrimination or harassment is prohibited.