CORP - Human Resources Business Partner

The Company

Founded in 1927 as a division of Pan American World Airways, Avports is an experienced and trusted airport manager and operator. Today, the company operates with over 650 staff (of which approximately 300 are unionized) at 14+ airports across the US and the Caribbean, with that number slated to grow to 800 during the next year with the addition of new airport projects. In addition, Avports is now acting as the leaseholder and operator of public-private partnership (P3) projects at Tweed New Haven Airport (HVN) in Connecticut and the Manassas Regional Airport (HEF) in Virginia.


Avports has historically managed and operated a portfolio of airport operations and maintenance (O&M) and public-private partnership (P3/PPP) contracts at more than 30 US airports. These airports have diverse operations, encompassing commercial and general aviation airports, passenger terminals, joint-use airports, heliports, NASA facilities, and spaceports. The company is working to integrate electric aviation, hydrogen fuel cells, and zero-emission decarbonization concepts in existing airport environments.


In 2018, Goldman Sachs acquired Avports through its infrastructure investment fund, West Street Infrastructure Partners III (WSIP III). Since then, Goldman Sachs has been committed to helping the company expand current operations, as well as expanding its offerings, in particular helping Avports go from being a third-party operator to a truly redevelopment-focused business.

Job Summary

Provides strategic and operational support across all employee lifecycle stages, ensuring smooth onboarding, compliance, and workforce optimization. Partners with managers, HR teams, and leadership, balancing multiple priorities in both union and non-union environments. Demonstrates strong organizational skills, sound judgment, and effective collaboration across cross-functional teams.

A high school diploma/certificate, with preference for an associate or bachelor's degree in human resources or a related field preferred. A professional HR certification (e.g., SHRM-CP, PHR) is a plus. Required to have at least three years of progressive HR experience managing programs in union and non-union settings, with intermediate proficiency. Experience in aviation, transportation, or unionized industries, along with strong communication and vendor management skills, is preferred.

Position is a regular, full-time primarily based in Northern Virginia, reporting to the Vice President of Human Resources. Must maintain authorization to work in the United States without sponsorship and successfully meet all corporate and airport credentialing requirements.


Essential Job Functions

• Provide HR services across all employee lifecycle stages, setting expectations for employment compliance and workforce optimization.
• Partner with managers, corporate HR teams, and leadership to support employee life cycle activities as needed, balancing multiple priorities.
• As directed, configure and maintain HRIS portals and systems, ensuring data integrity and supporting system enhancements
• Execute onboarding, change, and offboarding activities to ensure compliance and smooth employee experience.
• Manage HR department invoices for benefits, vendors, and HR-related expenses
• Support budget tracking and vendor relationship management
• Manage workforce planning, job architecture, and position management as requested
• Support headcount tracking and hire/change/exit processes. Support hiring managers with selection, offers, and onboarding coordination
• As needed, administer full-cycle recruitment, ensuring compliance and equitable hiring practices
• Maintain recruitment records, pre-hire assessments, and applicant tracking systems
• As assigned, support coordination of vendor management transactions
• Maintain HR department templates and legal-approved documents; serve as "resource owner" for template updates and production
• Administer personnel file programs and audits to ensure compliance with employment laws and postings via vendors
• Administer performance management programs for union and non-union employees
• Provide support for safety and security initiatives, as assigned
• Apply meticulous recordkeeping practices while ensuring compliance with internal standards for centralized and confidential systems. Partners with department stakeholders to document, memorialize, and continuously improve standards, procedures, and workflows.
• Perform other related duties as assigned to support business objectives

Competencies

• Accept ownership and accountability, consistently delivering accurate, high-quality results with a sense of urgency
• Collaborate effectively with cross-functional teams and corporate stakeholders; customer-service mindset.
• Strong organizational and prioritization skills.
• Operate with integrity and compliance, adhering to internal policies and applicable aviation regulations
• Manage multiple priorities effectively in a fast-paced, dynamic environment
• High attention to detail, sound judgment, and conscientiousness in all work
• Communicate timelines, expectations, and progress clearly
• Make timely decisions when options are clear, escalating appropriately for higher risk or ambiguity
• Support team continuity and knowledge sharing
• Seek, receive, and apply constructive feedback to support ongoing development
• Drive continuous improvement through innovative and cost-effective solutions

Required Skills & Qualifications

Education & Experience

• Minimum high school diploma or certificate required
• Minimum three years of progressive experience managing HR programs, including union and non-union environments
• Preferred: Associate or bachelor's degree (or international equivalent) in Human Resources, Business Administration, or related field
• Preferred: Professional HR certification (e.g., SHRM-CP, PHR) a plus

Technical Skills / Expertise

• Proficiency in ADP required (on/offboarding, time and attendance, payroll, reporting, benefits administration, and system management).
• Compliance: Knowledge of federal, state, and local employment laws, and policy administration including local wage, hour, leave laws, including FLSA classification, and recordkeeping requirements. Experience conducting internal HR audits.
• HR knowledge: Ability to understand and apply/support the full employee lifecycle, ensuring alignment between HR strategy and business needs
• Performance and employee relations: Experience administering performance appraisal, improvement, and corrective action/discipline programs
• Workforce planning: Familiarity with job architecture, position management, and workforce analytics
• Software & tools: Proficient in Microsoft Office Suite (Excel, Word, Outlook, PowerPoint, Teams)
• Must speak, read, understand, and write fluently in the English language.

Preferred Skills

• Experience with employee engagement initiatives and culture-building strategies.
• HRIS reporting and workforce analytics skills to support data-driven decision-making.
• Change management experience in growing or evolving organizations.
• Budget awareness and ability to support compensation planning and cost controls.
• High emotional intelligence and strong conflict resolution skills.
• Strong ethical judgment and commitment to confidentiality.
• Strategic thinking with hands-on execution capability.
• Adaptability and comfort working in a fast-paced, operational setting.

Work Authorization & Travel Requirements

• Must be authorized to work in the United States without sponsorship
• Must be eligible to travel domestically, including occasional overnight stays
• Must comply with applicable corporate facility access requirements if traveling to operational sites

Work Environment, Physical Demands & Requirements

• Primarily office-based, with occasional domestic travel (~10% per year)
• Employees must reside within reasonable commuting distance of the primary work location.
• Ability to sit or stand at a workstation for extended periods.
• Requires visual acuity, hearing, and speaking ability to communicate effectively.
• Regular use of hands and fingers to operate computer equipment and office devices.
• Occasionally lifts or moves objects up to 25 pounds.
• Must be able to navigate office environments and operational sites as needed.
• Flexible to support occasional extended hours.
• While office work is sedentary, tasks at operational sites require mobility, including standing, walking, bending, kneeling, stooping, and crouching.
• This job description is not intended to list every duty or responsibility. Duties may change at any time, with or without notice.

Applies to all team members, including those represented by a labor union or bargaining unit. If any part conflicts with a collective bargaining agreement (CBA), the CBA will take precedence.


The Company complies with the Americans with Disabilities Act (ADA), as amended by the ADA Amendments Act, and all applicable state or local law. Consistent with those requirements, the Company. will reasonably accommodate qualified individuals with a disability if such accommodation would allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship. The physical demands described here are representative of those that must be met by a team member to successfully perform the essential functions of this job.

Equal Employment Opportunity

We are an equal opportunity employer and are committed to providing a workplace free from discrimination. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, veteran status, or any other characteristic protected under applicable federal, state, or local law. We provide reasonable accommodation to qualified individuals with disabilities and encourage applications from all qualified candidates.

Compensation and Benefits Overview

Benefits may include:

• Medical, Dental, and Vision Plans
• Health Savings and Flexible Spending Accounts
• Short and Long-Term Disability Insurance options
• Life and Accidental Death and Dismemberment Insurance Plan options
• Supplemental Insurance Plan options
• 401(k) Profit-Sharing Retirement Plan
• Vacation and Sick Leave
• Paid Company Holidays
• Discretionary Bonus
• Professional development resources