Sr Manager, Business Partner Support

What you’ll do Lead and manage the Business Partner Support Team, providing leadership and mentoring managers, as well as a team of business analysts and project managers. Drive business partner performance and relationship management at both system-wide and station levels, including the development of scorecards, service level agreements (SLAs), and corrective action/performance improvement plans. Lead cross‑functional and cross‑departmental projects and strategic initiatives across multiple stakeholders. Oversee ad hoc revenue agreements and contract management with partner carriers. Direct the planning and execution of business partner transitions across customer service, ramp, wheelchair, cabin cleaning, and baggage service operations. Lead insourcing and outsourcing initiatives, transitions and joint business‑related projects. Establish and oversee policies and procedures for Baggage Service Offices and Cabin Appearance to ensure operational consistency and compliance. Provide strategic guidance on pricing models and lead contract negotiations in partnership with Alliances, Network Planning, Operations, and Legal teams to balance stakeholder priorities. Mentor and develop managers and individual contributors, strengthening organizational capability and leadership pipeline. Minimum Qualifications Bachelor’s degree or master’s degree or equivalent experience/training. 7+ years of prior managerial experience or relevant experience. Familiarity with airport operations. Preferred Qualifications Supplier relationship management. Contract negotiation. Airport operational experience. Skills, Licenses & Certifications Ability to lead a large team on projects that impact multiple business units. Ability to build consensus among workgroups on necessary changes. Strong work ethic. Ability to successfully mentor others. Creative thinker and problem solver. Ability to work well within a team environment. Ability to fulfill FAA criminal background checks to qualify for unescorted access privileges to airport security identification display areas (SIDA), if applicable. Language/Communication Skills Ability to effectively communicate both verbally and written with all levels within the organization. Physical ability necessary to safely and successfully perform the essential functions of the position, with or without any legally required reasonable accommodations that do not pose an undue hardship. Note: If the Company has reason to question an employee’s physical ability to safely and/or successfully perform the position’s essential job functions, the HR team generally will engage in an interactive process to determine whether a reasonable accommodation is appropriate. HR (working with the operation) ordinarily first speaks with the team member directly and they mutually identify the physical demands of the job that are or may be impacted by the employee’s obvious or known condition. Then, if necessary, HR would request medical documentation from the team member’s treating physician or others to confirm the employee’s ability to perform those essential job functions safely and successfully. Benefits Travel perks: access to 365 destinations on more than 6,800 daily flights across our global network. Health benefits: access to health, dental, prescription, and vision benefits, virtual doctor visits, flexible spending accounts and more. Wellness programs and resources. 401(k) program: available upon hire, with employer contributions available after one year for eligible workgroups. Other benefits, including Employee Assistance Program, pet insurance and discounts on hotels, cars, cruises and more. EQUAL EMPLOYMENT OPPORTUNITY/ AFFIRMATIVE ACTION POLICY American Airlines maintains a continuing policy of nondiscrimination in employment. It is our policy to provide equal opportunity and access for all persons, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or status as a disabled veteran or other protected veteran, in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of nondiscrimination shall include, but not be limited to, the following employment decisions and practices: hiring; upgrading; promotions; demotions or transfers; layoffs; recalls; terminations; rates of pay or other forms of compensation; selection for training, including apprenticeship; and recruitment or recruitment advertising. #J-18808-Ljbffr American Airlines