HR Business Partner

HR Business Partner

Purpose

The HR Business Partner (HRBP) provides comprehensive, hands-on Human Resources support to Bristow Special Mission employees and managers. The HRBP serves as a primary day-to-day HR resource and is responsible for administering HR programs and processes across the employee lifecycle, providing employee relations and performance management support, coordinating leave and employment-related claims, and supporting compliance with applicable employment and regulatory requirements.

The HRBP works closely with the VP, Human Resources - Special Mission and Bristow HR Centers of Expertise to deliver consistent and effective HR support. This position also plays a key role in HR integration and transformation initiatives, including implementation of Bristow systems, policies, programs, and processes.

Essential Duties and Responsibilities

• Serve as a primary day-to-day HR resource for employees and managers regarding HR policies, procedures, employee relations, performance management, and other workplace matters.
• Provide guidance to managers regarding employee performance, attendance, conduct, corrective action, policy interpretation, and appropriate documentation.
• Assist with conducting employee relations investigations and resolving workplace concerns, escalating complex, sensitive, or high-risk matters to the VP, Human Resources as appropriate.
• Manage HR activities throughout the employee lifecycle, including offers, pre-employment requirements, onboarding, employee changes, transfers, promotions, and separations.
• Coordinate pre-employment activities, including background checks, drug testing, employment eligibility documentation, and applicable aviation, contractual, or regulatory requirements.
• Coordinate new hire onboarding and orientation and ensure required employment documentation is completed accurately and timely.
• Maintain accurate employee information and documentation within applicable HR systems and personnel records.
• Coordinate employee separation and offboarding activities, including documentation, system updates, required notifications, and exit processes.
• Administer and coordinate employee leave processes, including FMLA and other applicable leaves, and support the accommodation process in coordination with appropriate Bristow resources.
• Coordinate workers' compensation and Defense Base Act (DBA) claims, including communication with employees, managers, carriers, and other applicable parties.
• Administer applicable drug and alcohol testing requirements and maintain required documentation, records, and audit readiness.
• Support compliance with applicable federal, state, local, contractual, and industry-specific employment requirements, including applicable FAA/DOT requirements.
• Conduct periodic HR compliance audits, including review of I-9 documentation, required policy acknowledgments, employee records, drug and alcohol documentation, required postings, and other HR compliance requirements.
• Maintain required federal and state labor law postings and other employment-related notices.
• Respond to unemployment claims, employment verifications, employee records requests, and other employment-related inquiries.
• Serve as a Special Mission liaison with Bristow Benefits and other HR Centers of Expertise to assist employees and managers with questions, issue resolution, and escalations.
• Coordinate HR-related employee information with Accounting as necessary for employee changes and payroll-impacting matters.
• Support development, implementation, communication, and maintenance of HR policies, procedures, standard operating procedures, and employee resources.
• Support Special Mission's integration into Bristow, including transition and alignment of HR policies, processes, programs, and systems.
• Participate in HRIS implementation and transition activities, including data review and validation, testing, process documentation, employee and manager support, training, and issue identification.
• Prepare and maintain HR reports, metrics, trackers, and other workforce information and identify trends or issues requiring additional review.
• Support updates to job descriptions and organizational documentation as business needs change.
• Participate in HR and cross-functional projects and independently manage assigned responsibilities through completion.
• Support recruiting and staffing activities as needed based on business requirements.
• Maintain confidentiality of employee information and exercise appropriate discretion when handling sensitive employment matters.
• Perform other duties and responsibilities as assigned.

KNOWLEDGE, SKILLS & ABILITIES

• Strong working knowledge of Human Resources practices and applicable employment laws and regulations.
• Knowledge of employee relations, performance management, leave administration, HR compliance, and employee lifecycle processes.
• Ability to independently provide practical HR guidance to employees and managers and recognize matters requiring escalation.
• Strong judgment, problem-solving, and decision-making skills.
• Ability to manage a high volume of work and multiple competing priorities in a fast-paced environment.
• Strong organizational skills and attention to detail, particularly regarding employment documentation and regulatory records.
• Strong interpersonal, written, and verbal communication skills.
• Ability to establish effective working relationships with employees, managers, leadership, and cross-functional partners.
• Ability to conduct employee investigations objectively and appropriately document findings.
• Ability to interpret and consistently apply policies and procedures.
• Strong analytical skills with the ability to review HR information, identify trends, and recognize potential issues.
• Proficiency with HR information systems and Microsoft Office applications.
• Ability to effectively support organizational change, new systems, and evolving processes.
• Ability to maintain confidentiality and exercise discretion when handling sensitive information.

Required

• Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
• Five (5) years of progressive Human Resources experience with experience across multiple HR disciplines.
• Demonstrated experience supporting employee relations and providing HR guidance directly to managers and employees.
• Experience with HR information systems and employee recordkeeping.

Preferred

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Human Resources experience in aviation, government contracting, transportation, defense, or another highly regulated industry.
• Experience with DOT/FAA-regulated drug and alcohol programs or other regulated employment programs.
• Experience with workers' compensation and/or Defense Base Act claims.
• Experience with Workday or implementation of a new HRIS.
• Experience supporting a merger, acquisition, integration, or significant organizational change.

PHYSICAL REQUIREMENTS

• Prolonged periods of sitting and working at a computer.
• Ability to communicate effectively in person, by telephone, and through electronic communication.
• Ability to travel to Company locations as required.
• Must be able to perform the essential functions of the position with or without reasonable accommodation.

WORK ENVIRONMENT

Work is primarily performed in a professional office environment with a hybrid work schedule, subject to business and operational requirements. The position routinely interacts with employees and managers located at multiple Company locations and may require travel to support business operations, employee matters, meetings, training, or other HR activities.

This position requires the ability to manage confidential and sensitive information and to respond to time-sensitive employee and business matters that may arise outside of normal planned activities.

Berry Aviation, Inc. is committed to providing equal employment opportunity in all aspects of the employer-employee relationship. All conditions and privileges of employment are administered to all employees without discrimination or harassment because of race, religious creed, color, age, sex, sexual orientation, gender identity, national origin, religion, marital status, medical condition, physical or mental disability, military service, pregnancy, childbirth and related medical conditions, special disabled veteran status, or any other classification protected by federal, state, and local laws and ordinances. The Company will comply fully with all applicable state or local fair employment laws that forbid discrimination or harassment on the basis of other protected characteristics.

All new employees will be required to verify employment eligibility in accordance with the Immigration Reform and Control Act. Berry Aviation participates via E-Verify.

For additional information:

Click here: to view the EEO is the Law poster.

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to view the EEO is the Law supplemental poster.