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.