HR Business Partner

Purpose The Human Resources Business Partner (HRBP) is an embedded, site-level generalist who serves as the day-to-day HR presence for assigned operations while functioning as an active member of the site leadership team. Reporting directly to the Sr. Director of Human Resources, this role operates in a matrixed structure - accountable to HR for consistency, compliance, and enterprise-wide initiatives, while working shoulder-to-shoulder with site leaders to address workforce needs in real time. This is not a transactional HR role. The HRBP is expected to be visible on the floor, at leadership meetings, and in the conversations that matter. They translate organizational HR strategy into practical, site-level execution - building leader capability, driving a strong employee experience, and ensuring that people practices support safe, efficient, and compliant operations. Essential Job Functions Site HR Presence & Leadership Partnership * Serve as the primary, on-site HR resource for assigned locations - actively engaged with site leaders and employees rather than operating in a support-from-a-distance capacity. * Participate in site leadership team meetings, stand-ups, and operational reviews to stay connected to business priorities and surface HR implications proactively. * Build trusted relationships with managers at all levels, functioning as a credible advisor on people-related decisions - not just a policy resource. * Coach and develop site leaders on workforce management, performance conversations, team dynamics, and HR best practices. Employee Relations & Workplace Culture * Manage and resolve employee relations issues including workplace conflicts, conduct concerns, and interpersonal disputes - handling investigations with objectivity and appropriate confidentiality. * Guide leaders through disciplinary processes, performance improvement plans, and documentation in a consistent, fair, and legally sound manner. * Act as an accessible, approachable resource for employees - building a culture where concerns are raised early and addressed constructively. * Monitor team dynamics and site culture indicators, flagging patterns or risks to HR and site leadership before they escalate. Talent Acquisition & Onboarding * Partner with site leaders to identify staffing needs and support full-cycle recruitment for site-level positions including job postings, screening, interviews, offers, and pre-employment coordination. * Lead and continuously improve the new hire onboarding experience to ensure employees feel welcomed, prepared, and connected to the team from day one. * Serve as a key point of contact for new hires during their first 90 days, proactively checking in and facilitating early integration. HR Initiative Implementation * Serve as the site-level implementation lead for enterprise HR programs including performance management cycles, compensation reviews, policy rollouts, benefits open enrollment, and engagement surveys. * Translate org-wide HR initiatives into site-specific action plans that account for operational realities, workforce demographics, and local leadership capacity. * Provide feedback to HR leadership on how programs land at the site level, helping to refine approaches across the organization. * Support change management efforts by preparing site leaders and employees for new HR programs, systems, or organizational shifts. Compliance & HR Operations * Ensure site-level compliance with federal, state, and local employment laws, company policies, and aviation industry regulations. * Maintain accurate, up-to-date employee records within HRIS systems and support HR audit and regulatory reporting requirements. * Administer HR programs at the site level including leave management, workers' compensation coordination, and benefits-related questions. * Identify and proactively address compliance gaps or inconsistencies in HR practices across the site. Workforce Analytics & Planning Support * Track and analyze site-level workforce metrics including turnover, absenteeism, headcount, and engagement data and present insights to site and HR leadership in support of business decisions. * Partner with HR leadership on workforce planning activities to ensure the site is staffed appropriately to meet operational and growth objectives. * Flag early-warning indicators related to retention, morale, or capacity and recommend proactive interventions. Minimum Qualifications or Experience * Bachelor's degree in Human Resources, Business Administration, or related field required. * 5-8 years of progressive HR experience in generalist or HR business partner roles. * Strong understanding of employment law, HR compliance, and employee relations practices. * Experience supporting managers and employees in operational or corporate environments. Preferred Qualifications or Experience * Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred. * Experience in aviation, aerospace, manufacturing, or operational environments. * Experience supporting multi-site or growing organizations. * Familiarity with HRIS systems and workforce analytics tools. * Experience supporting workforce planning and organizational development initiatives. Supervisory Responsibilities This position typically does not have direct supervisory responsibilities. Knowledge, Skills, and Other Attributes * Strong knowledge of HR principles, employment laws, and compliance requirements. * Excellent interpersonal and communication skills. * Ability to build strong relationships with leaders and employees across the organization. * Strong problem-solving and conflict resolution skills. * High level of professionalism and confidentiality. * Ability to balance strategic HR initiatives with day-to-day operational support. * Strong organizational and time management skills. * Ability to manage multiple priorities in a dynamic work environment. * Collaborative and solutions-oriented approach to workforce challenges. Travel Limited travel may be required to support multi-site operations, meetings, or training initiatives. Other Duties Please note this job description is not intended to cover or contain a comprehensive listing of activities, duties, or responsibilities required for this position. Duties and responsibilities may change at any time with or without notice to support business needs.

Created: 2026-04-03