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Human Resource Partner Jobs in Georgia (NOW HIRING)

Georgia

HR Business Partner

Atlanta, GA

HR Business Partner Agency: Georgia Vocational Rehabilitation Agency Job Requisition ID ... Serves as consultant on specific human resource problems and concerns 16. Serves as technical ...

Sailglobal

Human Resources Business Partner

Atlanta, GA · On-site

Bachelor's degree or above in Human Resource Management, Business Administration, English, or related fields preferred. 3-5+ years of HR-related work experience required. Experience in cross-country ...

MCI Careers

Human Resources Business Partner I

Savannah, GA · On-site

$36K - $40K/yr

... Resource Business Partner to help lead and execute our people initiatives, deliver exceptional internal HR support, and enhance our HR processes. We're looking for someone who is a confident public ...

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Human Resource Partner information

See Georgia salary details

$27.9K

$63.8K

$92.9K

How much do human resource partner jobs pay per year?

As of Sep 3, 2026, the average yearly pay for human resource partner in Georgia is $63,752.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,400.00 and $72,600.00 per year, depending on experience, location, and employer.

What is a human resource partner?

Human Resource Partners (HR Partners) are professionals who act as a bridge between an organization’s management and its employees. They provide strategic support in areas like talent management, employee relations, performance management, and organizational development. HR Partners work closely with department leaders to align HR strategies with business goals, ensuring that the company attracts, develops, and retains top talent. Their role is both consultative and operational, helping resolve workplace issues and fostering a positive working environment.

How does a human resource partner typically collaborate with department managers to address employee performance issues?

A Human Resource Partner works closely with department managers to proactively identify and address employee performance issues. This often involves consulting with managers to understand the root causes, developing performance improvement plans, and ensuring consistent application of company policies. HR Partners also provide coaching to managers on effective communication and conflict resolution techniques, fostering a supportive environment for both employees and leadership. Regular check-ins and follow-up meetings help ensure progress and promote positive outcomes for all parties involved.

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

To thrive as a Human Resource Partner, you need expertise in HR policies, talent management, and employment law, often supported by a bachelor's degree in human resources or a related field. Familiarity with HRIS platforms, applicant tracking systems, and certifications like SHRM-CP or PHR are typically required. Outstanding interpersonal, problem-solving, and negotiation skills help you build trust and effectively support both employees and leadership. These skills are crucial for aligning HR strategies with business goals and fostering a productive, compliant workplace.

What are popular job titles related to Human Resource Partner jobs in GA?

For Human Resource Partner jobs in GA, the most frequently searched job titles are:

Human Resource Partner jobs near you
Infographic showing various Human Resource Partner job openings in Georgia as of August 2026, with employment types broken down into 84% Full Time, 10% Part Time, and 6% Contract. Highlights an 87% Physical, 4% Hybrid, and 9% Remote job distribution, with an average salary of $63,752 per year, or $30.6 per hour.

Human Resource Generalist

Texas State Library and Archives Commision

Atlanta, GA • On-site

$90K/yr

Full-time

Re-posted 2 days ago

Job description

Title : Human Resource Manager
Location : Atlanta ,GA - Hybrid
Client: Manufacturing Domain
Contract : Fulltime
Salary : $90k per year+ Benefits
Job Summary:
We are seeking an experienced HR Manager with a strong background in manufacturing to oversee all human resources functions, including recruitment, compliance, employee relations, training, and workforce planning. The ideal candidate will play a key role in supporting the production workforce while ensuring adherence to labor laws, company policies, and safety regulations.
Key Responsibilities:
1. Talent Acquisition & Workforce Planning
  • Develop and execute recruitment strategies tailored to manufacturing needs.
  • Partner with hiring managers to identify talent gaps and workforce requirements.
  • Manage end-to-end hiring processes, including job postings, interviews, and onboarding.

2. Employee Relations & Compliance
  • Ensure compliance with federal, state, and local labor laws, OSHA regulations, and company policies.
  • Act as a point of contact for employee grievances, disputes, and disciplinary actions.
  • Foster a positive work environment by implementing employee engagement initiatives.

3. Training & Development
  • Develop and implement training programs to enhance employee skills and productivity.
  • Conduct safety training in collaboration with the Environmental Health & Safety (EHS) team.
  • Support leadership development programs for supervisors and managers.

4. Performance Management & Retention
  • Oversee performance appraisal processes and support managers in performance reviews.
  • Implement employee retention strategies to reduce turnover.
  • Develop career progression plans to support internal mobility.

5. Compensation & Benefits Administration
  • Manage payroll, benefits administration, and incentive programs.
  • Ensure fair and competitive compensation structures within industry benchmarks.
  • Work with finance and leadership to optimize cost-effective HR solutions.

6. Workplace Safety & Compliance
  • Ensure adherence to safety standards and policies within the manufacturing facility.
  • Conduct regular HR audits to maintain compliance with labor and safety regulations.
  • Address workplace hazards and collaborate with management to implement corrective actions.

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