What are the responsibilities and job description for the Senior Human Resources Business Partner Manager position at Working at Signature Aviation?
The Senior HRBP Manager serves as a strategic HR partner to designated business functions and leadership teams, translating business priorities into actionable people strategies that drive organizational performance, leadership effectiveness, and team member experience.
This role partners closely with senior leaders to execute the talent and organizational agenda across areas, including talent management, organizational effectiveness, leadership coaching, change management, engagement, and culture. The role operates as a connector across HR Centers of Excellence and business leaders to ensure enterprise HR strategies are effectively implemented and aligned to business objectives.
The Senior Manager also plays a key role in advancing the HRBP operating model through proactive partnership, data-driven insights, operational rigor, and leadership influence.
This is an Orlando based role with an in office requirement. Relocation assistance is available.
Qualifications:
Preferred Experience
- 10 years of progressive HR Business Partner or strategic HR experience supporting senior leaders
- Bachelor’s degree required; Master’s degree or SPHR/SHRM-SCP certification preferred
- Prior experience in service-intensive industries such as hospitality, aviation, or luxury services strongly preferred
- Experience advising leaders through organizational change and talent initiatives
- Strong business acumen and ability to connect people strategy to business outcomes
- Experience working across complex organizations and matrixed environments
- Ability to influence and build credibility across leadership levels
- Experience utilizing HR metrics and workforce insights to drive action
Responsibilities:
Key Responsibilities
Strategic Business Partnership
- Partner with business leaders to align people strategies to business priorities, operational goals, and organizational needs
- Serve as a trusted advisor to leaders on organizational effectiveness, talent, engagement, and leadership matters
- Translate business strategies into scalable workforce and organizational plans
- Provide proactive guidance on organizational risks, capability gaps, and workforce trends
Talent & Leadership
- Lead talent review, succession planning, and leadership development discussions for assigned business areas
- Support leaders in building high-performing teams and strengthening leadership capability
- Drive performance management processes, including calibration and development planning
- Identify retention risks and partner with leaders on mitigation strategies
- Support internal mobility and workforce planning initiatives
Organizational Effectiveness & Change
- Advise leaders on organizational design, team effectiveness, role clarity, and change readiness
- Drive change management efforts related to business transformation and organizational priorities
- Facilitate leadership discussions that improve alignment, accountability, and execution
Team Member Experience & Culture
- Monitor engagement, retention, and organizational health trends across supported functions
- Partner with leaders to improve team member experience, culture, communication, and manager effectiveness
- Analyze employee feedback and organizational trends to identify opportunities and risks
HR Operations & Execution
- Lead execution of core HR processes including talent reviews, succession planning, performance management, and workforce planning
- Partner closely with HR Centers of Excellence and Shared Services to ensure seamless execution of HR programs and initiatives
- Utilize workforce analytics and business insights to drive decision-making and action planning