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Director - HR Business Partner-14045C at ADP in Alpharetta, GA

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ADP is hiring a Director -- Business Partner. In this position you will be responsible for planning, directing and delivering Corporate and customized HR services in support of business unit/divisional/regional objectives. May support more than one business unit. Proactively consults with clients and recommends HR strategic solutions to improve critical business outcomes. Collaborates with business clients and shared services HR organization to ensure a unified HR delivery approach. Ensures a high level of organizational effectiveness through ongoing performance management, organizational design, analysis and implementation; change management, talent assessments (skills assessments, 360s, PAs), leadership development and succession planning. Facilitates team building and goal setting for the organization. Builds management capability through ADP sponsored Manager Self Service tools and technology. Provides effective associate relations through proactive programs and problem resolution. Monitors and evaluates current HR processes and programs to ensure maximum service delivery. Responsible for communication and interpretation of HR policies and procedures. Coaches/consults with managers and associates on issues including performance, terminations, sexual harassment, discrimination, etc. Interprets and complies with all federal and state laws. Conducts/facilitates some initial and reinforcement training with managers and associates on performance management, behavioral interviewing, Gallup Q12, etc.

At ADP we are driven by your success. We engage your unique talents and perspectives. We welcome your ideas on how to do things differently and better. In your efforts to achieve, learn and grow, we support you all the way. If success motivates you, you belong at ADP.

We strive for every interaction to be driven by our CORE values: Insightful Expertise, Integrity is Everything, Service Excellence, Inspiring Innovation, Each Person Counts, Results-Driven, & Social Responsibility.


* Contributes to and implements established HR strategy for their assigned locations
* Actively participates as a member of the line management team.
* Facilitates administration of key compensation programs.
* Implements and manages critical talent management tools, e.g. StARS, EDOD, 360s, etc.
* Assists in the delivery of organizational development processes.
* Performs "advocate" role in support of assigned clients as it relates to surfacing significant systemic concerns and makes recommendations for changes to Corporate and/or Division level policies, practices and/or procedures.
* In partnership with assigned client management organizations, identifies and develops solutions to address specific client needs; e.g.: compensation/job reevaluation projects, job/organizational function design, training/OD interventions to increase team effectiveness, improved communication within and across client organizations, decisions to downsize/ reorganize, post reorganization/RIF mgmt, etc.
* Assists in the coordination of all aspects relating to large-scale organizational restructurings/RIF's, RIF selection process, adverse impact analysis, coordination with Corporate ELS dept, RIF event coordination, Letter Agreement generation.
* Provides counsel and direction and/or directly handles many employee relations cases
* Works in concert with HR Project Specialist and Corporate ELS department as necessary.
* Works with the managers to help them understand what to do about the situation, how to communicate to the organization, changes that need to be made, etc.
* Works directly with the associates to resolve concerns.
* Participates in and contributes to the operational planning processes completed within assigned client organizations
* Assists in the deployment of new HR related systems and processes developed and/or acquired at the Division or Corporate level (training, problem solving, etc.).
* Participates on project teams as assigned having Division wide impact on HR related systems, tools, policies, etc.
* Provides "in the field" view of how the systems will really be used (or not) by key business partners.
* Drives region or division programs and initiatives.
* Conducts/Facilitates some training for associates and managers, primarily relating to programs such as Diversity, Ethics, Harassment, Gallup Q12, Behavioral Interviewing, Leaders as Coaches, etc.
* Receives assignments in the form of objectives and determines how to use resources to meet schedules and goals.
* Works on issues of diverse scope where analysis of situation or data requires evaluation of a variety of factors, including an understanding of current business trends.
* Follows processes and operational policies in selecting methods and techniques for obtaining solutions.
* Erroneous decisions or failure to achieve results will add to costs and may impact the short-term goals of the organization.
* Frequently interacts with associates, supervisors and managers, often involving matters between functional areas, other company divisions or units, or customers and the company.
* Often must lead a cooperative effort among members of a project team.
* May service more than one business unit. QUALIFICATIONS REQUIRED:

* 5-7 years of exempt generalist HR experience required

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