Human Resources Business Partner

• Serve as the primary HR contact for designated business units
• conduct regular meetings with business leaders to build rapport, understand challenges, and provide proactive guidance
• Provide strategic and practical HR support, including employee relations, organizational design, performance management, and talent development
• Manage and resolve complex employee relations matters
• conduct thorough, fair, and timely investigations and recommend solutions that align with company values and legal compliance
• Interpret and apply HR policies, procedures, and labor laws consistently and equitably, partner with legal counsel when appropriate
• Provide performance coaching to leaders and managers to support accountability, team effectiveness, and individual growth
• Collaborate with leaders to foster a positive work environment by identifying drivers of engagement, addressing friction points, and promoting recognition and inclusion
• Assist in organizational changes, restructures, workforce planning, and succession planning, ensuring thoughtful execution and employee impact mitigation
• Identify and address training and development needs within business units
• support the design, delivery, and follow-up of learning initiatives
• Support the performance review process, helping leaders apply fair evaluation practices and translate feedback into actionable development plans
• Partner with HR team members on program design and rollout related to onboarding, integration, benefits, and employee experience
• Coordinate and support all stages of the employee lifecycle within assigned business units, including hiring, onboarding, job changes, and offboarding
• Monitor and analyze HR metrics and trends to identify and drive data-informed decisions and recommend improvements to HR programs and business practices
• Assist with compensation planning, salary reviews, and pay equity practices
• ensure job changes and compensation adjustments are appropriately documented
• Maintain accurate records in HRIS systems and prepare reports as needed to support compliance and decision-making
• Monitor compliance with federal, state, and local employment laws and maintain relevant documentation, including EEO/AA reporting
• Contribute to the continuous improvement of HR services, tools, templates, and workflows in collaboration with the broader HR team
• Participate in team meetings, strategic planning sessions, and cross-functional initiatives as required
• Perform other HR duties and special projects as assigned

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, OR a combination of equivalent education and professional experience will be considered
• Required minimum of seven years of progressive HR experience, including direct work in: Employee relations
• Performance management
• HR advisory/partnering
• Proven ability to balance both strategic and transactional HR responsibilities
• Strong organizational and time-management skills
• able to manage multiple priorities independently
• Demonstrated ability to assess data, identify patterns, and make evidence-based recommendations
• High level of integrity and confidentiality in handling sensitive employee information
• Proficiency in Microsoft Office Suite, especially Excel and Word (intermediate–advanced)
• Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)
• Experience supporting operational leaders or working within complex, fast-paced environments
• Prior experience in aviation, transportation, or other safety-regulated industries
• Experience using HRIS platforms (Workday preferred) to maintain data integrity and generate reports
• Experience coordinating employee leaves of absence while ensuring compliance with applicable laws
• Demonstrated commitment to improving the employee experience and People Operations service delivery
• Must pass pre-employment drug testing and background check

Eligible for comprehensive benefits including medical, dental and vision