Job Details

Description

Minimum qualifications:

• 3+ years of HR Business Partner experience or relevant work experience
• Up to 30% domestic travel as needed
• Experience partnering with senior leadership as a trusted strategic advisor to forecast talentneeds and design organizational structure improvements
• Experience driving HR projects that align with long-term business goals
• Extensive knowledge of federal, state, and local employment laws
• Experience leveraging HR analytics to track employee turnover, identify critical talent gaps, and measure the effectiveness of initiatives
• Must be legally authorized to work in the United States for any employer without sponsorship
• Successful completion of interview required to meet job qualification
• Reliable, punctual attendance is a crucial function of the position

Preferred qualifications:

• HR certification
• Experience applying California employment laws and regulations
• Labor Relations experience
• Airline/Aviation industry experience

Qualifications

About the job:

As a strategic partner to SFO and LAX Inflight and Flight Operations bases, this HR Business Partner drives organizational performance by leveraging people analytics to forecast workforce needs, optimize organizational design, and lead special critical projects. This role proactively manages business needs, guiding management teams through complex organizational changes and implementing long-term HR strategies that drive operational excellence.

Core accountabilities / key responsibilities:

• Delivers HR advisory support to leaders to facilitate resolution of complex queries and ensure that diversity and inclusion are a foundation of the business HR plans (values driven thought partnership).
• Supports escalated challenges relating to represented population and line managers (large volume of HR policy and procedure implementation) when providing support to Operational/ Frontline teams.
• Guides talent, performance and compensation management processes to enable people to build the capabilities our business values and monitor their impact on organizational effectiveness.
• Monitors complex employee relations issues and provides context and oversight for management of formal ER cases, manages sensitive or senior cases where appropriate.
• Shapes and delivers design, implementation and monitoring activities for a variety of human resource programs in support of broad business objectives; interprets/guides employees and leaders on HR policies and procedures and is familiar with Federal and State laws.
• Actively engage in organizational development, talent management, and succession planning activities
• Recommends sound inputs to the definition of the HR strategy, analyses HR data and provides a deep understanding of the business to drive and deliver organizational change initiatives.