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Client Partner Jobs in Alabama (NOW HIRING)

ATIA Ltd

Managing partner

Birmingham, AL

We form a base price for project (example 30,000$) and then Partnership company makes a final price to client (example 40,000$) Qualifications * Company should be registered for at least 5 months

Willis Towers Watson

Client Advocate

Mobile, AL · On-site

A CA has a strong connection to the client's business and a fundamental understanding of its industry, thus this relationship is a business partnership with client decision makers. They are ...

First Horizon Bank

Trust Client Specialist

Mobile, AL

$14 - $18.50/hr

Support includes direct contact with clients and internal partners in all aspects of the client relationship from onboarding to day-to-day account management, compliance and client service. Strong ...

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All JobsClient Partner JobsClient Partner Jobs in Alabama

Client Partner information

See Alabama salary details

$13

$42

$87

How much do client partner jobs pay per hour?

As of Jul 23, 2026, the average hourly pay for client partner in Alabama is $42.54, according to ZipRecruiter salary data. Most workers in this role earn between $18.75 and $58.17 per hour, depending on experience, location, and employer.

What is the difference between Client Partner vs Account Manager?

AspectClient PartnerAccount Manager
Primary FocusBuilding strategic client relationships and driving business growthManaging existing accounts and ensuring client satisfaction
ResponsibilitiesDeveloping long-term partnerships, identifying new opportunitiesHandling day-to-day account operations, renewals, and support
Required SkillsStrong communication, strategic thinking, industry knowledgeCustomer service, sales skills, relationship management
Work EnvironmentConsultative, strategic, often involves senior client interactionsOperational, client service-focused, regular client contact

While both roles involve client interaction, a Client Partner focuses on strategic growth and long-term relationships, whereas an Account Manager handles ongoing account management and client support. Understanding these differences helps in choosing the right career path or job search focus.

What jobs pay 4000 a week without a degree?

A Client Partner role typically involves managing client relationships and sales, and high-performing professionals in this field can earn $4,000 or more weekly through commissions and bonuses. Success in such roles often depends on strong communication skills, industry experience, and a proven sales record, rather than formal degrees. Other high-earning jobs without degrees include sales managers, real estate brokers, and certain entrepreneurial ventures, but these often require experience and a strong network.

How does a Client Partner typically collaborate with internal teams to deliver client solutions?

A Client Partner acts as a bridge between clients and internal teams, such as sales, product development, and customer support. They work closely with these groups to understand client needs, coordinate project timelines, and ensure deliverables meet expectations. Regular communication and alignment meetings are common to address challenges, share client feedback, and tailor solutions. This collaborative approach ensures that clients receive personalized service while internal teams stay informed and engaged throughout the relationship.

What is a Client Partner?

A Client Partner is a professional responsible for managing and developing relationships with key clients to ensure satisfaction and retention. They often coordinate with sales, account management, and service teams, utilizing skills in communication, negotiation, and strategic planning to meet client needs and business goals.

What is the role of a Client Partner?

A Client Partner is responsible for managing and developing relationships with key clients to ensure their needs are met and to drive business growth. They act as the main point of contact, coordinate with internal teams, and often work to identify opportunities for upselling and account expansion. Strong communication, strategic thinking, and industry knowledge are essential skills for this role.

What are the key skills and qualifications needed to thrive as a Client Partner, and why are they important?

To thrive as a Client Partner, you need strong account management experience, business development skills, and a solid understanding of the industry sector, often supported by a bachelor's degree in business or a related field. Familiarity with CRM platforms like Salesforce, data analytics tools, and sometimes relevant sales certifications are typically important. Exceptional relationship-building, negotiation, and communication skills set top performers apart in this role. These skills and qualities drive client satisfaction, long-term partnerships, and revenue growth for the organization.

How much do client partners make in the US?

Client partners in the US typically earn between $80,000 and $150,000 annually, with senior roles or those in large companies earning higher salaries. Compensation often includes bonuses and benefits, and success in sales, relationship management, and strategic skills can influence earnings.
More about Client Partner jobs
What are the most commonly searched types of Client Partner jobs in Alabama? The most popular types of Client Partner jobs in Alabama are:
What are popular job titles related to Client Partner jobs in Alabama? For Client Partner jobs in Alabama, the most frequently searched job titles are:
What job categories do people searching Client Partner jobs in Alabama look for? The top searched job categories for Client Partner jobs in Alabama are:
What are popular job titles related to Client Partner jobs in AL? For Client Partner jobs in AL, the most frequently searched job titles are:
Client Partner jobs near you
Infographic showing various Client Partner job openings in Alabama as of July 2026, with employment types broken down into 1% As Needed, 80% Full Time, 13% Part Time, and 6% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $88,493 per year, or $42.5 per hour.
Business Partner, Human Resources - Bilingual Japanese

Business Partner, Human Resources - Bilingual Japanese

Mazda Motor Corporation

Madison, AL • On-site

Full-time

Posted 4 days ago

Job description

Job Description
The Huntsville (HSV) Human Resources Business Partner (HRBP) serves as a strategic business partner to various business unit groups by providing expert advice on HR-related matters, including employee relations, talent management, workforce planning and compliance with labor laws and company policies. Support and drive company and HR initiatives. HRBP works closely with HR and business unit leadership to provide strategic HR consultation to optimize people, structure, and culture, with the goal of achieving business results and fostering a positive work environment.
Acts as the primary HR contact for assigned business units in the areas of recruitment, employee relations, benefits, compensation, performance management and talent development. Operates effectively with senior leadership with guidance from HR management on approach, escalation and precedent-setting decisions.
HRBP (HSV) will be assigned to primarily International Service Employee (ISE) led client group and must be bilingual in Japanese and English (written and verbal), with demonstrated ability to navigate cultural differences while maintaining HR consistency in local context.
Major Responsibilities
  • (30%) Performance Management & Employee Relations
    • Partner with leadership to consult on year-round performance management activities based on established company programs (i.e., goal setting, performance management process, etc.)
    • Support divisional management in the areas of performance management, including coaching, training and development, and appropriate disciplinary actions in accordance with company policy and in alignment with HR management.
    • Partner with employees and managers across the organization to support employee relation issues, coaching and conflict resolution.
    • Conduct thorough and objective internal investigations related to employee relations issues, ensuring findings are well-documented and resolutions align with company policy, legal requirements, and best practices to maintain a fair and respectful workplace. Investigation approach and resolution will be determined in partnership with HR leadership and Legal.
    • Lead employee separation activities in alignment with business, Legal, and HR management.
    • Coach leaders on their effectiveness, feedback conversations, and development, building people-leadership capability across assigned business groups.

  • (25%) Workforce Planning
    • Work with division management to create and implement development and succession plans for their departments, ensuring alignment with a broader talent strategy.
    • Provide HR guidance on workforce structure changes, including job description development, risk assessment, change management, communications, etc.
    • Partner with business leadership and Talent Acquisition throughout the recruitment and onboarding process to ensure staffing needs are met.
    • Serve as the primary HR advisor on base pay recommendations for assigned client groups, including new hire offers, promotions, transfers, and internal equity considerations. Consult with business leaders to understand talent and organizational needs, developing recommendations that align with established compensation programs, guidelines, and practices.
    • Partner with leadership on organizational design and team effectiveness, helping leaders refine responsibilities, strengthen team structure, and clarify roles to support business needs.
    • Support the adoption and implementation of organizational and structural changes, providing change management guidance.

  • (25%) HR Consulting
    • Develop and maintain a thorough understanding of the organization's current needs and future direction, ensuring business decisions account for people-implications (e.g., culture, retention, development, etc.) and minimize company risk.
    • Participate in leadership and business client group meetings to understand business and operational challenges and provide relevant HR guidance, support and solutions as appropriate.
    • Partner with divisional management to analyze data (e.g., employee turnover, employee satisfaction survey, exit interview feedback, etc.) and develop and implement effective plans for resolution in alignment with HR leadership.
    • Leverage people data and HR metrics to proactively surface trends and risks, translating insights into actionable recommendations that inform leader decisions.
    • Partner with leadership on employee engagement, including survey action-planning, and champion company culture and values to support morale and retention.
    • Represent client group interest within the HR function on program initiatives and activities, balancing advocacy for business needs with support of broader HR strategy and objectives.
    • Leverage HR expertise and organizational knowledge to advise on people related challenges with strategic business-aligned solutions.

  • (20%) HR Administration
    • Apply sound judgment to interpret HR policy based on situational context, offering guidance in support of both compliance and the workforce.
    • Support the implementation of HR programs, policies and change initiatives by providing meaningful insights and support and ensuring adoption among employee population.
    • Participate in cross-functional HR projects and initiatives as assigned.
    • Manage current and accurate headcount reporting and org charts for assigned client groups.
    • Responsible for all HR activities (e.g., transfers, job change, ad hoc reporting, etc.) in support of assigned client groups.
    • Timely administration of HR tasks, ensuring data integrity and compliance with company policies and processes.

  • Perform other duties as assigned
  • Comply with all policies and standards
  • The preceding functions have been provided as examples of the types of work performed by employees assigned to this job classification. Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job

Work Experience
  • 5+ years progressive experience in human resources roles. required
  • 3+ years experience providing HR consultation directly to senior leadership. required
  • 1+ year experience providing strategic HR recommendations and innovative solutions for business and operational challenges. required

Education
  • Bachelor Degree in Arts/Sciences (BA/BS) Human Resources Management Preferred

Licenses and Certifications
  • HRM Certified Professional (SHRM-CP) - Society for Human Resource Management (SHRM) Preferred Upon Hire
  • SHRM Senior Certified Professional (SHRM-SCP) - Society for Human Resource Management (SHRM) Preferred Upon Hire
  • Professional in Human Resources (PHR) - HR Certification Institute (HRCI) Preferred Upon Hire
  • Senior Professional in Human Resources (SPHR) - HR Certification Institute (HRCI) Preferred Upon Hire

Knowledge, Skills, Abilities
  • Must be bilingual in English and Japanese with strong written and verbal communication skills in both languages. (Intermediate-Advanced)
  • Working knowledge of core HR functional areas, including compensation, benefits, workforce planning, talent development, and performance management. (Developing-Intermediate)
  • Working knowledge of federal, state, and multi-state employment law/regulations, and application for employee relations issues, including conducting investigations, assessing risks, and reaching recommendations. (Developing-Intermediate)
  • Knowledgeable in HR principles and practice and the ability to apply that knowledge to exercise sound judgment in evaluation and decision making. (Intermediate-Advanced)
  • Must adhere to highest degree of professionalism and strict confidentiality with highly sensitive information. (Advanced-Authority)
  • Ability to provide high level of integrity/ trust and provide sound advice and guidance. (Intermediate-Advanced)
  • Strong consultative and relationship-building skills to establish credibility and authority with leaders across the organization. (Intermediate-Advanced)
  • Strong interpersonal skills, including the ability to collaborate, influence, negotiate, resolve conflicts, and effectively coach across all levels. (Intermediate-Advanced)
  • Strong analytical and problem-solving skills. (Developing-Intermediate)
  • Business acumen, with the ability to understand business objectives and connect people decisions to business outcomes (Developing-Intermediate)
  • Must be an organized, result-oriented individual with the ability to prioritize and multi-task. (Developing-Intermediate)
  • Outstanding verbal, listening and written communication skills. (Developing-Intermediate)
  • Must be proficient in Microsoft Office (Word, Excel, and Power Point). (Intermediate-Advanced)
  • Must be proficient with applicant tracking systems and HRIS. Experience with Workday is preferred. (Intermediate-Advanced)
  • Ability to drive human resources strategies and programs. (Developing-Intermediate)

Physical Demands
  • Stationary Position/Seated: Frequently
  • Communicate/Talking: Frequently
  • Communicate/Hearing: Frequently
  • Repetitive Motions: Frequently
  • Seeing/Observing: Frequently

Travel Requirements
  • 20% Driving Domestic: Essential
  • 20% Flying Domestic: Essential

Come work with us at our exciting new facility, in the growing city of Huntsville Alabama. Huntsville is in Madison County and is one of the best places to live in Alabama and the 11th best place to live in America. Huntsville offers a vibrant community with a mixture of high-tech ventures, cultural diversity, and is the #1 most affordable place to live in the U.S. in 2019 out of 125 most populous metro areas.
https://www.huntsvilleal.gov/
Pay Range
$87,000.00 - $126,225.00
Salary to be determined by education, experience, knowledge, skills and abilities of the applicant, internal equity, and alignment with market data.
Learn more about MNAO's comprehensive benefits package here

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