Human Resources Business Partner- Aviation

The Human Resources Business Partner (HRBP) reports to the Human Resources Manager. and is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues to our Flight Operations Department which includes pilots, cabin servers and operations administrative support teams.

The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture, and its competition. Adheres and promotes the airline’s, Mission and Values daily.

Responsibilities

• Additional duties as assigned
• Administers the compensation program; monitors the performance evaluation program and revises as necessary.
• Consults with line management, providing HR guidance when appropriate.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Collect and analyze human resources data and make recommendations for changes to management.
• Conducts meetings with respective business units.
• Develops agreement terms for new hires, promotions, and transfers.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Handles onboarding and off-boarding for the respective business units.
• Provides guidance and input on business unit restructure, workforce planning, and succession planning.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Identifies training needs for business units and individual executive coaching needs.
• Maintains human resource information system records and compiles reports from the database.
• Handles employee relations counseling, outplacement counseling, and exit interviewing.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Administers workers’ compensation claims.
• Participates in developing department goals, objectives, and systems.
• Supports recruitment effort for all exempt and nonexempt personnel, students, and temporary employees; conducts new-employee orientations; and monitors career-pathing program.
• Participates in administrative staff meetings and attends other meetings and seminars.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Maintains compliance with federal and state regulations concerning employment.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal counsel as needed/required.

Education

A bachelor’s degree and five years’ human resource experience, or seven years of experience in the HR field, or any similar combination of education and experience.

PHR or SPHR preferred

Experience

Minimum of 5 years of human resources experience.

• Prefer manufacturing environment; aviation exposure preferred
• Strong employee relations background: 5 years minimum
• Strong Sr. HR or HR Manager experience: 5 to 7 years minimum
• 100% onsite no remote; should be within 25 to 30 mile commute range
• Needs to have worked at mid to large sized companies: 800 to 2000 employees