HR Business Partner

HR Business Partner

ABOUT 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, and other functions to move initiatives forward.
• Drive projects independently, identify roadblocks, and ensure appropriate stakeholders remain informed.
• Support broader company initiatives such as reorganizations, acquisitions and integrations, workforce planning, policy changes, and talent programs.
• Evaluate the effectiveness of HR initiatives and recommend adjustments based on business outcomes and feedback.

Qualifications

• Ideally possesses a Bachelor's degree or equivalent experience.
• Must have proven experience serving as an HR Business Partner and advising leaders and managers on workforce, talent, and organizational matters.
• Strong experience with performance management, employee relations, organizational change, and talent management.
• Demonstrated ability to manage multiple complex projects and initiatives across multiple stakeholders.
• Strong business acumen with the ability to connect people decisions to business objectives.
• Ability to coach and influence leaders while maintaining strong working relationships.
• Strong judgment and the ability to navigate sensitive or ambiguous situations independently.
• Excellent communication, organization, and problem-solving skills.
• Experience working in a fast-paced, evolving organization preferred.

What Success Looks Like

A successful HR Business Partner is proactive rather than reactive. They understand what is happening within their business units, build strong relationships and credibility with leaders, and identify potential people issues before they become larger problems. They are comfortable challenging leaders when appropriate, bringing forward thoughtful recommendations rather than simply identifying problems, and taking ownership of initiatives through completion.

They balance employee and business needs, exercise sound judgment, and understand when to act independently versus when escalation is needed. They communicate openly and consistently with HR leadership, ensuring key challenges, risks, and developments within the business are surfaced early and there are no surprises. Most importantly, they help leaders make better people decisions and build stronger, higher-performing teams.

WHY JOIN REPAY.… BECAUSE CULTURE IS EVERYTHING

GROWTH & PEOPLE-CENTERED LEADERSHIPAs the industry-leading financial technology provider in the Consumer Finance and Business to Business spaces, we continue to set the standard for application development and delivery. In 2019, REPAY became a public company listed on the Nasdaq Stock Market (RPAY). For the past three consecutive years, we have placed on the ACG® Atlanta Georgia Fast 40, a list recognizing the top 40 fastest-growing middle-market companies in Georgia. REPAY's leadership empowers each team member to make a difference and stretch to their fullest potential. Our dedication to frequent, transparent communication is shown with companywide meetings where our leaders share company vision and encourage employees to ask questions.

FUN WORK ENVIRONMENT & GREAT TEAMSWe offer it all: business to casual dress, great snacks & beverages, and open-air collaborative team settings. REPAY has been certified as a Great Place to Work® company for 2017, 2018, 2019, 2020, 2021, and 2022. The REPAY team is fun, smart, collaborative, and truly enjoys working together. Making a difference in our local communities – we support several philanthropic initiatives every year to give back to our local communities. We are self-driven, motivated professionals who do not require micro-management to ensure we produce high quality and timely work.

INNOVATION & EDUCATIONWe create highly sophisticated payment processing applications and are always pushing the boundaries of what is possible. We are constantly revolutionizing the industry by building on new ideas from clients and employees. We provide the resources necessary to ensure new innovations can develop quickly and with quality. We encourage continuing education, including professional conferences and events.

PUTTING OUR PEOPLE FIRSTWe believe our people are the best, and we care immensely about their success. We offer a comprehensive benefits package which includes 100% coverage of employee healthcare premiums and several free benefits, including life insurance, disability insurance, and work-life balance resources. All benefits go into effect day one. Our employees' futures are important to us, which is why we have a 401(k)-employer match and an Employee Stock Purchase Plan. REPAY employees are eligible to participate in our Annual Bonus Program. This bonus award reflects excellent performance of individual contributions and goals achieved during the past year.

REPAY's core values are Excellence, Passion, Innovation, Respect, and Integrity.

REPAY is an Equal Opportunity Employer and we promote a company culture where diversity, equity and inclusion are central. We are committed to build our teams and grow a company in which employees can succeed, regardless of race, color, national origin, sex, sexual orientation, gender identity or expression, transgender status, pregnancy, religion, age (40 and over), disability, service in the uniformed services, protected veteran status, genetic information, or any other classification protected by federal, state or local law. Celebrating our diverse backgrounds, views and beliefs allows us to embrace what makes us unique and continue to innovate and push the boundaries of what is possible.

We are interested in every qualified candidate who is eligible to work in the United States. This position is not eligible for hire in California. Additionally, we are not able to sponsor visas.