Job Profile

The HR Business Partner, in collaboration with the rest of the Human Resources Team, delivers high-quality, business focused support and advice across all areas of HR.

Based in Columbus and reporting to the Human Resources Director, the HR Business Partner will assist and advise employees and managers on human resources issues, policies and processes for your designated jurisdiction – employees in our office and associated remote workers.

The CompanyVista is leading the change in private aviation, providing customers with the most advanced flying services and the very best value, anytime, anywhere around the world. We are the world’s leading private aviation group that is experiencing tremendous growth following landmark acquisitions and unprecedented demand from existing and new Members.

Through its VistaJet and XO brands, our Members benefit from access to a fleet of 360 aircraft. Clients also have access to an additional 2,100 alliance aircraft, which are instantly bookable through XO’s digital app.

Vista’s team of 4,000 aviation and technology experts represent more than 60 nationalities, working across 6 operations hubs and 20 offices worldwide.

Your Responsibilities

Strategic HR partner:

• Contributing to the implementation of Vista’s HR strategy by building strong collaborative relationships with managers, becoming their trusted advisor, and aligning HR objectives with business strategies.
• Driving effective resolution of employee relation cases and provide advice to managers on best practices in managing disciplines, poor performance or absence cases, focusing on increasing management capability.
• Support decision-making by providing high-quality, business-focused mentoring and advice across all areas of HR.
• Collaborating with the Payroll, Benefits, Talent Acquisition, and Learning and Development teams to provide solutions for your stakeholders.
• Recommending, designing, and implementing process changes for operational transformations, efficiencies improvement, and adoption of best practices.
• Analyzing internal trends and metrics in partnership with HR peers to develop targeted solutions for business needs.

Support all HR programs:

• Support the global HR team with the roll-out of group-wide HR processes and initiatives.
• Being the first point of contact for employees and managers, covering all aspects of the employee lifecycle.
• Providing support on all HR programs, including employment processing, compensation, health and welfare benefits, training and development, records management, safety, and employee relations.
• Administer and execute HR programs including compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Handling employment-related inquiries from employees and managers. Referring complex and/or sensitive matters to the appropriate team members.
• Coordinating the performance appraisal cycle from assigning documentation and briefing new managers, to ensuring successful completion, reporting and archiving.

Onboarding and offboarding:

• Collaborating with managers to establish the skills and competencies associated with job roles and communicating these to the Talent Acquisition Team.
• Overseeing the new hire orientation program.
• Reviewing, tracking, and documenting compliance-related training.
• Managing the offboarding process, including but not limited to, drafting terminations paperwork, conducting exit interviews, liaising with Legal, Payroll and Benefits Teams.

Regulations/policies:

• Maintains compliance with location-specific employment laws, regulations and recommended best practices; reviewing policies and practices to maintain compliance.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Required Skills, Qualifications, and Experience

• HR professional with experience supporting an employee lifecycle that is aligned with organizational objectives.
• Comfortable working in a fast-paced and evolving matrixed organization in both an operational and strategic capacity.
• Proven experience collaborating with stakeholders to understand and solve HR needs with an impactful HR program.
• Both strategic and operational capabilities to offer 360 support to your stakeholders and HR colleagues.