Human Resources Business Partner

The Field HR Business Partner II (HRBP) is a senior HR leader based at Baltimore/Washington International (BWI) Airport , responsible for supporting a high-volume airport location or cluster of locations within a region led by a Senior Director of Operations (SrDO). This role serves as both a strategic advisor and hands‑on HR partner, working closely with operational leadership and the Regional HR Director (HRD) to drive business performance through effective people strategies. Essential Functions: Develops and maintains a position of trusted advisor to the Sr. Director of Operations. Advises the Sr. Director of Operations and operations managers on engagement, retention, training and discipline issues as they arise, and identifies trends and opportunities for improvement. Establishes and nurtures a visible and positive HR presence within the branches and among associates at all levels. Directs the activities of assigned HR staff to ensure Associate Relations issues and problems are addressed before their magnitude necessitates escalation. Establishes and maintains positive Labor relations. Participates in arbitrations, grievances, and contract negotiations, and ensures operations managers understand their CBA. Partners with Loss Prevention, Accounting, Supply Chain, and other departments to support operations’ objectives. Directs the recruiting function life‑cycle at the location(s). Directs the delivery of on‑boarding, orientation, and training. Regularly communicates with peers to collaborate on common challenges and opportunities. Regularly communicates with Regional HRD about the state of HR within assigned location(s). Maintains knowledge of current trends, technical, regulatory, and statutory related to the Human Resources function to ensure delivery of appropriate advice and counsel. Conducts confidential HR investigations. Ensures that all federal, state, local laws, collective bargaining agreements and corporate HR‑policies are proactively managed. Administers individually or through the supervision of others all company and local HR policies. Acts as a supervisor, mentor and primary resource to other HR professionals on site Minimum Qualifications, Knowledge, Skills, and Work Environment: Requires a Bachelor’s degree or demonstrated equivalent Requires the ability to analyze information to recommend resolutions to complex problems and strategic challenges Requires the technical HR knowledge associated with obtaining and maintaining a HRCI SPHR certification or equivalent Requires 7-10 years of experience in HR with 3-5 years of HR management experience, (including the supervision of other HR staff) Requires demonstrated competency in the development of HR strategies and associate engagement Requires the ability to speak, read and comprehend instructions, correspondence and policy documents, as well as converse comfortably with associates; excellent problem‑solving and writing skills Requires ability to build collaborative partnerships and experience working with other departments Requires strong working knowledge of employment‑related local/state/federal regulations Requires proficiency with HRIS and business software/systems and have expertise in preparing documents, spreadsheets and presentations Requires flexibility and adaptability to manage multiple projects and manage remote direct reports, while maintaining focus on critical HR processes Requires the ability to lead and be a member of a team; ability to handle confidential matters with discretion Requires national, regional, and area travel up to 50% of the time Benefits: Medical, dental, and vision insurance Generous paid time off (vacation, flex, and sick time) Paid holidays Meal and transportation benefits 401(k) retirement plan with company match Company‑paid life insurance Employee Assistance Program (EAP) Training and career development opportunities Employee referral bonus program Note: Benefits may vary by position. Please consult your recruiter for details. Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates (“the Company”) is an equal opportunity employer. It is the Company’s policy to ensure equal employment opportunity in all aspects of employment and to comply with anti‑discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as “protected characteristics”). #J-18808-Ljbffr HMSHost