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Human Factors Contract Jobs in Decatur, GA (NOW HIRING)

Care International

SENIOR MANAGER, HRBP

Atlanta, GA · On-site

$93K - $130K/yr

Not Applicable Type of Contract : Language Requirement : English Application Deadline : Employee ... Starting salaries are based on various factors, including candidate experience, education ...

ASM Research

Credentialing Specialist

Forest Park, GA · On-site

... Health and Human Services (DHHS) and TRICARE sanction data banks. * Collects professional/peer ... personal services contract providers malpractice insurance information. * Accurately loads ...

Cherry Bekaert

Contractor Specialist

Atlanta, GA · Hybrid

$63K - $85K/yr

Monitor contract milestones, renewal dates, and expirations, providing timely updates and ... Bachelor's degree in Business, Human Resources, Finance, Paralegal Studies, or a related field ...

ExtensisHR

PEO Sales Manager

Atlanta, GA · On-site

$100 - $150/hr

Our HR offerings include personalized services for HR, employee benefits, payroll and taxes ... Once a client signs a contract with Extensis, the BSM communicates and coordinates all necessary ...

ExtensisHR

PEO Sales Manager

Decatur, GA · On-site

$100K - $150K/yr

Our HR offerings include personalized services for HR, employee benefits, payroll and taxes ... Once a client signs a contract with Extensis, the BSM communicates and coordinates all necessary ...

ExtensisHR

PEO Sales Manager

Decatur, GA · On-site

$100K - $150K/yr

Our HR offerings include personalized services for HR, employee benefits, payroll and taxes ... Once a client signs a contract with Extensis, the BSM communicates and coordinates all necessary ...

ExtensisHR

PEO Sales Manager

Decatur, GA

$100K - $150K/yr

Once a client signs a contract with Extensis, the BSM communicates and coordinates all necessary ... HR Manager and other subject matter experts At ExtensisHR, we recognize there are many factors that ...

Suitsupply

Assistant Store Manager

Atlanta, GA · On-site

... other factors that contribute to providing an excellent experience for our customers and team ... Align with Human Resources on company policies, procedures and development planning for store team

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Showing results 21-40

All JobsHuman Factors Contract JobsHuman Factors Contract Jobs in Decatur, GA

Human Factors Contract information

See Decatur, GA salary details

$41K

$87K

$143.5K

How much do human factors contract jobs pay per year?

As of Sep 6, 2026, the average yearly pay for human factors contract in Decatur, GA is $87,010.00, according to ZipRecruiter salary data. Most workers in this role earn between $61,000.00 and $104,500.00 per year, depending on experience, location, and employer.

What is a human factors contract?

Human Factors Contracts refer to agreements or arrangements in which organizations hire specialists to analyze and optimize the interaction between humans and systems, products, or environments. Human factors professionals working under contract focus on improving safety, efficiency, and user experience by applying principles from psychology, engineering, and design. These contracts can cover services such as user research, ergonomic assessments, usability testing, and the development of human-centered solutions for various industries. The goal is to ensure that products or systems are intuitive, safe, and effective for their intended users.

What are the key skills and qualifications needed to thrive as a human factors contractor, and why are they important?

To thrive as a Human Factors Contractor, you need expertise in ergonomics, human-centered design, and usability analysis, often supported by a degree in human factors, psychology, or engineering. Familiarity with tools such as usability testing software, statistical analysis programs, and human-computer interaction (HCI) systems, as well as certifications like CPE (Certified Professional Ergonomist), are typically required. Strong analytical thinking, problem-solving abilities, and effective communication skills help you collaborate with multidisciplinary teams and convey complex findings. These skills ensure that products, systems, and environments are optimized for user safety, performance, and satisfaction.

What are some common challenges faced by human factors professionals working on a contract basis, and how can they be addressed?

Human Factors professionals working on contracts often face challenges such as quickly adapting to new organizational cultures, rapidly understanding project requirements, and establishing effective communication with multidisciplinary teams. To address these, it's important to proactively seek project documentation, schedule introductory meetings with key stakeholders, and clarify expectations at the outset. Building rapport and demonstrating flexibility can help contract professionals integrate smoothly and deliver impactful results in a limited timeframe.

What are popular job titles related to Human Factors Contract jobs in Decatur, GA?

For Human Factors Contract jobs in Decatur, GA, the most frequently searched job titles are:

What job categories do people searching Human Factors Contract jobs in Decatur, GA look for?

The top searched job categories for Human Factors Contract jobs in Decatur, GA are:

What cities near Decatur, GA are hiring for Human Factors Contract jobs?

Cities near Decatur, GA with the most Human Factors Contract job openings:

Human Factors Contract jobs near you
Infographic showing various Human Factors Contract job openings in Decatur, GA as of August 2026, with employment types broken down into 64% Full Time, 13% Part Time, and 23% Contract. Highlights an 85% In-person, and 15% Remote job distribution, with an average salary of $87,010 per year, or $41.8 per hour.

SENIOR MANAGER, HRBP

Care International

Atlanta, GA • On-site

$93K - $130K/yr

Full-time

Posted 19 days ago

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 escalate 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.
There are individuals who may use CARE's name and trademark in emails and on websites in an attempt to solicit fees from interested job-seekers. Some examples of these fees are placement fees or immigration processing fees. CARE does not use recruiting or placement agencies that charge candidates an up-front fee of any kind. Occasionally, CARE does employ recruiting or placement agencies to help us identify candidates for specific employment within CARE. If you're contacted by a legitimate recruiting or placement agency, there should be no charge to you. If you suspect that you have been a victim of fraud from someone purporting to be CARE, please contact us at legal@care.org. Please do not email legal@care.org to apply for this position. Instead, click "apply now" below in order to submit your interest.
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.
Starting salaries are based on internal equity, candidate experience, and the cost of labor where the job is based. Salaries listed only apply to jobs based in the US.
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