Job Description

Country: United States

City: Atlanta

Position Type: ['Regular Full-Time']

Req ID: 2226

About Graitec Group

Graitec is a global leader in Building Information Modeling (BIM) solutions, designing and developing software that helps architects, engineers, and manufacturers design smarter and better. With over 30 years of innovation and an entrepreneurial spirit, we’ve tripled our revenue in just five years.

Our North Star is clear — accelerate the digital transformation of the AECO industry and model the future. We achieve this by growing our recurring revenue through innovative software and services that drive adoption, integration, and lasting value for our customers.

Our 800 experts across 30+ offices in 12 countries support more than 270,000 users worldwide. As a global Autodesk Platinum Partner, we combine world-class partnerships with our own cutting-edge software and services to drive performance and sustainability across the industry.

At Graitec, we move fast and think big. We collaborate across teams and borders, embrace diversity, and challenge ourselves to innovate every day. We believe in doing the right thing, breaking down silos, and making an impact together.

How we work: Growth, Agility, Innovation, Responsibility

How we behave: Ambition, Engagement, One Graitec, Positive Energy

Learn more about the Graitec Group: graitec-group.com/graitec-a-global-playe

About the Team Hiring

Overview

About the Role

We are seeking an experienced and highly engaged HR Business Partner to support the continued growth, transformation, and success of our organization.

In this role, you will partner closely with global business leaders and teams while serving as the primary HR partner for our US-based employees and managers. You will help drive the people agenda by developing, aligning, and executing HR strategies and initiatives in collaboration with business leaders, HR Operations, Centers of Excellence, and the broader HR team.

This position reports to the Senior HR Director.

Key Responsibilities

• Partner with business leaders and management teams as a trusted advisor on all people-related matters, providing strategic guidance and practical, business-focused HR solutions.
• Develop and execute people strategies and workforce plans that align with and directly support local and global business objectives.
• Support business growth and transformation by helping leaders build high-performing, engaged, and scalable teams.
• Lead the execution of the full employee lifecycle, ensuring the effective delivery of HR programs, processes, and services from onboarding through offboarding.
• Coach and develop managers and leaders to strengthen leadership capabilities, improve team effectiveness, and develop future talent.
• Provide guidance and support across employee relations, performance management, talent development, succession planning, organizational design, and workforce planning.
• Lead and support organizational change initiatives, including the implementation of new tools, processes, and programs, while driving adoption, engagement, and effective change management.
• Collaborate closely with Talent Acquisition to support current and future hiring needs, strengthen talent pipelines, and promote diverse candidate slates.
• Champion our culture, values, and employee experience by acting as a change agent and role model across the organization.
• Drive consistency, scalability, and continuous improvement across people processes in partnership with business stakeholders, HR Operations, and Centers of Excellence.
• Implement, enhance, and promote global and local HR programs, initiatives, policies, and best practices.
• Ensure compliance with applicable federal, state, and local employment laws, as well as internal policies and guidelines.
• Leverage people data and insights to identify trends, inform decision-making, and recommend proactive solutions to business and workforce challenges.
• Build strong partnerships across the global HR organization and actively contribute to the continuous improvement and overall success of the HR function.

Responsibilities

• 6+ years of proven experience as an HR Business Partner supporting complex and fast-paced organizations.
• Experience supporting mergers, acquisitions, integrations, or organizational transformation projects, successfully bringing together different teams, cultures, and ways of working.
• Strong project management experience, including leading cross-functional initiatives and collaborating with external advisors and stakeholders.
• Broad HR generalist experience across the annual people cycle, including performance management, talent reviews, succession planning, compensation and rewards, workforce planning, and employee relations, in partnership with HR Centers of Excellence.
• Demonstrated experience leading organizational change initiatives and coaching leaders through periods of growth, transformation, and change.
• Experience operating in ambiguous and rapidly changing environments, making sound decisions with imperfect information and competing priorities.
• Solid knowledge of US employment law and HR compliance requirements.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field; an advanced degree or HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus.
• Strong business acumen with the ability to anticipate challenges, connect seemingly unrelated issues, identify root causes, and develop pragmatic, business-focused solutions.
• Highly collaborative approach with a proven ability to build strong partnerships and effectively leverage specialist HR teams to deliver impactful outcomes.
• Excellent relationship-building, influencing, and stakeholder management skills, with the credibility to coach and challenge leaders at all levels.
• Self-motivated and proactive, with a strong customer and employee experience mindset.
• Highly organized with exceptional attention to detail, while maintaining the ability to balance strategic thinking with practical execution.
• Outstanding analytical and problem-solving skills, with the ability to absorb, interpret, and synthesize large amounts of information quickly and accurately.
• Strong communication skills, with the ability to convey complex topics clearly and effectively to diverse audiences.
• Professional, positive, and adaptable, with a genuine passion for working with diverse teams and fostering an inclusive workplace.

Interview Process

At Graitec, we’re proud to foster a diverse and inclusive workplace.

We value our employees for who they are and the contributions they bring, encouraging everyone to be their authentic selves at work. This diversity helps us better serve the wide range of customers and markets we operate in. We welcome applications from all backgrounds and assess candidates solely on their skills and ability to succeed in the role.

Graitec uses AI to support and streamline internal processes; however, all application reviews, screening, and hiring decisions are made solely by our Talent Acquisition team and hiring managers.

• TA Screening – An initial “get to know you” discussion.
• Hiring Manager Interview – Role-specific discussion with the manager.
• Peer / Stakeholder Interview – May include a presentation or collaborative exercise.
• Final Interview – Conversation with the Business Unit Leader.

Additional Information

As a signatory of United Nations Women’s Empowerment Principles, Graitec is committed to equal opportunity and

pay transparency.

On Target Earning pay range for this role

• Role Targeted Variable Pay Mix: 10%
• Minimum Annual On Target Earning: $ 90000
• Maximum Annual On Target Earning: $ 120000

Note: Salary range indicated in this add is for information only & targeted for a specific seniority level and targeted location. Final salary offer might vary depending on final candidate location, seniority, competencies...