HR Business Partner

HR Business Partner

The Regional HR Business Partner (HRBP) supports Field Leadership, Corporate, or designated Area/Region as a strategic and hands-on partner across aspects of talent and workforce strategy. This role is responsible for strengthening leadership capability, improving employee retention, and driving engagement across a highly hourly, multi-site workforce. As a connector between field operations and the centralized Human Resources Team, the HRBP ensures timely, people-focused solutions aligned with business objectives, and provides coaching, insight, and support to managers and employees during critical moments.

Responsibilities

• Build and leverage relationships at all levels in the organization, informing and assisting others while being viewed as a valued, trusted, and credible business partner
• Partner with field leaders to align workforce and people strategies with operational goals.
• Serve as a trusted advisor to frontline and mid-level leaders, providing guidance on team effectiveness, people issues, and culture.
• Translate HR strategy into field-relevant execution that improves performance, retention, and employee experience.

Frontline Manager Capability Building

• Coach and advise managers in building and leading high-performing teams.
• Provide support on feedback delivery, performance conversations, and team conflict resolution.
• Facilitate just-in-time support aligned to operational issues reactively and operational needs proactively wherever possible.
• Proactively works to support our leaders with talent initiatives, leadership development programs and improving team member performance engagement.

Retention, Onboarding & Engagement

• Gain knowledge of turnover trends within locations and partner with the Region/Area/Local Operations leadership to improve early-stage retention.
• Support consistent and impactful onboarding experiences; collaborate with local team on 30/60/90-day new hire check-ins and provide feedback to improve processes.
• Support and reinforce culture and recognition programs in the field.
• Employee Relations & Escalation
• Serve as a frontline resource for employee concerns, workplace issues, and coaching needs.
• Conduct low to moderate-risk employee relations investigations and escalate complex matters to Legal as needed. Partner with Legal on more complex investigation surrounding discipline and termination.
• Maintain fair, compliant, and consistent approaches to issue resolution.

Field Accessibility and Responsiveness

• Maintain visibility including virtual physical presence across assigned region. (Site visits, occasional on-site event support)
• Be highly responsive to urgent field needs, especially around staffing, team changes, or employee concerns.
• Serve as an empathetic and trusted point of contact for both managers and employees.

People Data & Insights

• Get to know the data of the region/area/locations. Use HR metrics, exit data, turnover data, eNPS/NPS scoring, and engagement feedback to identify field opportunities and propose solutions.
• Monitor field trends to surface risks and recommend actions to HR leadership (e.g. hiring challenges, team structure concerns, problematic team strategies, turnover factors, benefits concerns, etc.)

Operational Partnership & Compliance Support

• Partner with cross-functional teams to ensure seamless execution of talent, safety, and wellness initiatives.
• Support operations initiatives across assigned region.

Education and Qualifications

• Bachelor's degree in human resources, Business, or related field or relevant related experience.
• 5+ years of progressive HR experience, including field-based or distributed workforce environments
• Experience supporting hourly operations, frontline management, and multi-site leadership
• Demonstrated ability to coach leaders and influence business outcomes
• Knowledge of employment laws, compliance standards, and HR best practices
• Ability to travel regionally as needed. Approximately 10%. Occasional travel on short notice is required.
• Strong interpersonal, communication, and problem-solving skills

Preferred Qualifications:

• Familiar with state and federal employment laws including but not limited to; FMLA, ADA, FLSA, NLRB, Title VII, etc.
• Experienced in providing guidance and counsel to executive leaders
• PHR/SPHR certification or advanced degree in Human Resources or relevant field is valuable
• HRBP experience in the aviation industry