HR Business Partner at Repay Holdings in Atlanta, GA

Job description

ABOUT REPAY REPAY (“Realtime Electronic Payments” / NASDAQ TICKER: RPAY) is an established and fast-growing publicly traded financial technology and payment processing company headquartered in Atlanta, Georgia, with offices across the country. REPAY enables its customers to accept payments anytime, anywhere, and through any channel while providing a secure, seamless, and enjoyable payment experience for the end consumers. REPAY offers a comprehensive suite of electronic payment and funding solutions, including debit and credit card processing, ACH processing, Instant Funding, and electronic bill payment systems with full IVR, text, and mobile capabilities. The scalability of its products allows merchants of all sizes to add an instant arsenal of intelligent payment technology solutions to their businesses without significant development costs or infrastructure investments. Position Summary The HR Business Partner serves as a strategic partner to assigned business units, working closely with leaders to translate business priorities into effective people strategies. This role provides guidance and support across performance management, organizational effectiveness, talent planning, management coaching, and other key people initiatives. The HR Business Partner is expected to understand the business, anticipate people-related needs, identify trends and risks, and provide practical recommendations that help leaders build strong teams and achieve business objectives. This role will also lead and support strategic HR projects that may span individual business units or the broader organization. Key Responsibilities Business Partnership & Strategic Support Build strong partnerships with leaders across assigned business units and develop a deep understanding of their teams, priorities, challenges, and business objectives. Serve as a trusted advisor to leaders on organizational, talent, and people-related matters. Translate business needs into practical HR strategies, recommendations, and action plans. Proactively identify workforce trends, organizational risks, talent gaps, and opportunities for improvement. Partner with leaders on organizational design, team structure, workforce planning, and change initiatives. Use HR data and business insights to identify trends and support informed decision-making. Performance Management & Employee Relations Coach leaders through performance management, including performance concerns, development plans, corrective action, and difficult employee conversations. Ensure performance issues are addressed consistently, appropriately, and in a timely manner. Partner with leaders to establish clear expectations, improve accountability, and strengthen overall team performance. Provide guidance on employee relations matters and conduct or support workplace investigations as appropriate. Partner with HR leadership and Legal on complex or high-risk employee matters. Identify recurring employee or management issues and recommend broader solutions rather than addressing concerns only on a case-by-case basis. Talent & Organizational Effectiveness Partner with leaders on talent reviews, succession planning, development planning, and identification of high-potential and critical talent. Facilitate discussions around talent, performance, organizational capability, and future workforce needs. Coach leaders on building effective teams and strengthening management capability. Identify development opportunities and partner with appropriate HR resources to address skill or leadership gaps. Support organizational changes, including restructures, role changes, integrations, and other business transformations. Strategic Projects & Initiatives Lead and support strategic HR projects for assigned business units from initial assessment through implementation. Develop project plans, recommendations, timelines, and communication strategies for key people initiatives. Coordinate across HR, Finance, Legal, Talent Acquisition, Payroll