Human Resources Business Partner. Job Summary: At Satair, our Human Resources Business Partners (HRB - Ps) serve as strategic partners to business leaders to ensure that people's implications are at the forefront of business decision-making. We also provide operational HR support to a number of stakeholders - senior leaders, line managers, all employees and fellow HR stakeholders within Satair Globally, and Airbus Americas Regionally. This HRBP role serves as a Partner on all HR-related matters,... more details
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Job Description:
Human Resources Business Partner
Job Summary:
At Satair, our Human Resources Business Partners (HRBPs) serve as strategic partners to business leaders to ensure that people's implications are at the forefront of business decision-making. We also provide operational HR support to a number of stakeholders - senior leaders, line managers, all employees and fellow HR stakeholders within Satair Globally, and Airbus Americas Regionally.
This HRBP role serves as a Partner on all HR-related matters, including performance management, talent development, and employee relations. The HRBP acts as an employee champion, leadership coach, strategic partner, and change agent who leads and resolves complex employee relations issues, and guides on and assists in performance improvement and employee engagement topics.
The HR Business Partner covers the Satair US employees based in Dulles, VA (warehouse) and Herndon, VA (offices) and works closely with management and employees to improve work relationships, build morale, increase productivity and retention. The position formulates partnerships across the HR function to deliver valuable services to management and employees that reflect our strategic objectives. The role includes skilled input into a broad range of HR policy work, developing and implementing capacity building, talent management and handling complex and varied employee relations cases, and ensuring that HR data and reporting is fit for purpose to advise decision making.
The role is supported by an HR People Solution Specialist, and has supervisory/task management duties in this regard.
Primary Responsibilities:
Act as a strategic business partner: 40%
Be an influencing partner in the business transformation by building on and challenging the existing to cultivate the best ways of working. Leading by example, develop and empower our employees to create an inspiring work environment.
Lead Annual Employee Performance Management Process.
Support actions to promote a diverse, equitable and inclusive working environment and support the development and retention of the workforce.
Drive the People Tempo to Business Partner with assigned Site to integrate people strategies with overall organizational strategy.
Ensure a clear and visible headcount planning showing the ramp-up objectives and achievement of headcount targets.
Drive Competence Management Campaign and establish functional & cross-functional learning priorities & orientations.
Provide policy guidance and interpretation; recommend and implement changes as needed.
Analyses trends and metrics in partnership with the HR Satair teams to develop solutions, programs, and policies.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Ensure that people’s plans are aligned with global direction and shaped for regional/unit needs. With Centers of Excellence, design solutions and, working with the business leaders, lead and drive delivery of the people's plans and audit progress and impact using milestones and KPIs.
Gather and analyze relevant data, trends, and patterns and identify gaps and priorities, particularly in the areas of talent management, performance management, workforce planning, strategic recruitment, and capability development.
Leverage the HR function to deliver effective and customer-focused HR Operations.
Lead the organization’s global performance management program, including communications, training, and monitoring.
Play a key role in ensuring coherent implementation of people plans and processes across the units within their area and ensuring they align with global direction.
Ensure efficient processing of HR administration for the client groups.
Employee Relations (40%)
Leads and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department and employee relations manager as needed/required.
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Consult with employees and management on employee relations issues providing guidance and assistance with policy interpretation, open and direct communication, conflict resolution, performance management, and conduct-related issues.
Serve as an initial point of contact for US employee relations, including conducting exit interviews.
Advises and trains managers and supervisors in best employee relations practices and strategies for leading supervisor problems and employee grievances. Develops further training as needed.
Capacity Building and Talent Development (10% )
Implement learning strategies and programs. Translate the business/function strategy into long- and short-term people plans, which consider the organization’s leadership, capability, cultural, and structural development needs.
Coach and challenge leaders to support the development of leadership capability.
Help managers develop their team members through career pathing.
Gather and analyze data to identify trends, gaps, and priorities, particularly in the areas of performance management, talent development, and workforce planning.
Provide guidance and input on restructuring, workforce planning, and succession planning: identify training needs and individual management coaching needs.
Provide catalytic support to enable business transformation. Work with business/function leaders to spot opportunities for organizational development, which will accelerate the delivery of business strategy.
Collaborate with various levels within the organization to develop and lead training initiatives on a broad range of HR-related topics.
4. Supervision, Development and Other (5%)
Additional Responsibilities: (5%)
Education & Experience :
Bachelor’s Degree in Human Resources or relevant degree + 8 years working in human resources, and, or
Masters’ Degree in Human Resources, or relevant degree + 6 years working in human resources.
Experience in handling employee relations issues, ensuring compliance with labor laws and company policies, and partnering with operations managers to optimize workforce productivity and efficiency.
Demonstrated ability to manage stakeholder expectations. Demonstrated coaching skills. Demonstrated project management skills. Working knowledge of federal, state and local employment law, and HR regulations.
Preferred
Licensure/Certifications:
Required
Preferred
Travel Required:
Citizenship:
- Authorized to Work in the US
Clearance: NA
Qualified Skills:
Knowledge, Skills, Demonstrated Capabilities:
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
Strong analytical skills and ability to interpret and communicate data.
Excellent customer service skills including understanding users’ needs, offering solutions and following up to ensure end user success.
Initiative and drive to continuously improve processes and systems.
Solid project management skills including attention to detail, highly organized.
Strong problem-solving skills
Proven ability to work effectively in teams and with individuals at all levels within an organization; understanding of cultural contexts and international work experience preferred.
Experience managing several tasks and priorities and exercise independent working; a self-starter.
Strong facilitation and communication skills
Communication Skills:
Required:
Technical Systems Proficiency:
Required:
Expert user of MS Office programs
Experience with Workday, ADP or similar tools
Experience with G-suite and other SaaS/cloud based productivity tools
This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company’s success, reputation and sustainable growth.
Company:
Satair USA, Inc.
Employment Type:
US - Direct Hire
Experience Level:
Professional
Remote Type:
Flexible
Job Family:
HR Business Partnership <JF-HR-BP>
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Job Posting End Date: 06.30.2024
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