Associate Director, People & Culture Business Partner

Founded in 1988, Trimont (www.trimont.com) is a specialized global commercial real estate loan services provider and partner for lenders and investors seeking the infrastructure and capabilities needed to help them scale their business and make informed, effective decisions related to the deployment, management and administration of commercial real estate secured credit. As the largest master servicer of commercial real estate loans in the United States, Trimont manages securitizations with meticulous oversight and coordination—protecting cash flows, mitigating risk, and ensuring portfolio performance. 

We do this with a team of 1100+ extraordinary team members who serve a global client base from offices in Atlanta (headquarters), Bengaluru, Charlotte, Dallas, Hyderabad, Kansas City, London, New York and Sydney. We empower our people with advanced technology, industry-leading knowledge, and a culture centered on our core values. This approach enables our teams to deliver exceptional client service, build lasting relationships and take pride in the high-quality work they perform. 

Trimont is an innovative firm where visionary professionals come to learn, grow, and thrive with colleagues driven by curiosity and collaboration. 

The Associate Director, People & Culture Business Partner serves as a senior HR advisor to leaders across designated business areas and geographies, aligning people strategies with business goals to strengthen performance, organizational effectiveness, leadership capability, and team member experience. This role provides strategic guidance and hands-on support across workforce planning, employee relations, organizational design, performance, engagement, change management, and talent development, using workforce data, sound judgment, employment law awareness, and business acumen to guide consistent, values-based decisions in a mid-sized global environment.

• →Translate business priorities, workforce needs, and organizational risks into practical people strategies that support performance, engagement, retention, and growth.
• →Advise leaders on employee lifecycle matters, leadership effectiveness, performance, engagement, employee relations, and team development.
• →Manage complex employee relations matters by assessing risk, conducting objective investigations, documenting findings, and involving senior People & Culture leadership or legal counsel as needed.
• →Apply employment law knowledge, policies, internal practices, and regional considerations to support fair, consistent, values-based decisions.
• →Contribute to workforce planning, succession planning, organizational design, capability assessment, restructures, and change initiatives.
• →Assess people impacts across roles, reporting structures, capabilities, team effectiveness, and the employee experience.
• →Coach managers through performance, engagement, conflict, communication, team effectiveness, and change execution.
• →Partner with Talent Acquisition and Learning and Development to address hiring needs, capability gaps, staffing strategies, and targeted development solutions.
• →Use workforce data, People & Culture metrics, and feedback to identify trends, diagnose root causes, and shape practical recommendations, programs, and policies.
• →Adapt solutions across regions, functions, and levels while maintaining enterprise consistency, equitable outcomes, and alignment with Trimont’s values.

• Bachelor’s degree in Human Resources, Business, or a related field preferred; HR certification or equivalent qualification a plus.
• 5+ years of progressive HR experience, including at least five years in an HR Business Partner, strategic advisory, or similar role advising leaders on complex people matters.
• Strong knowledge of employee relations, performance management, organizational effectiveness, change management, workforce planning, employment law principles, and HR best practices across multiple functions, locations, or jurisdictions.
• Ability to build trust with senior leaders, influence without direct authority, and provide practical, business-focused guidance in ambiguous, sensitive, or high-risk situations.
• Strong analytical, communication, consulting, facilitation, and interpersonal skills, with the ability to turn workforce data and trends into actionable recommendations.
• Sound business judgment, discretion, professionalism, organization, prioritization, and problem-solving skills in a fast-paced, evolving, mid-sized global company.
• Experience leading organizational change in matrixed or complex environments; M&A integration experience preferred.
• Proficiency with Microsoft Office Suite and HR systems or payroll platforms, such as UKG or similar tools.