Assistant Director of People Services

PSA Airlines•Charlotte, NC

2d•Onsite

About The Position

The Assistant Director of People Services leads the strategy and execution of employee relations and performance management across the organization, ensuring consistent, compliant, and effective management of employee outcomes. Oversees a team of People Business Partners and partners closely with business and HR leadership to address workplace concerns, guide performance-related decisions, and ensure adherence to company policies, collective bargaining agreements, and applicable employment laws. Responsible for governing key talent processes, including the performance review cycle, talent calibration, and succession planning, ensuring alignment between employee performance, organizational needs, and long-term talent strategy. Drives accountability, mitigates risk, and supports fair and consistent outcomes across the employee lifecycle.

Requirements

Bachelor's degree or equivalent industry experience.
7+ years of experience in human resources with a focus in employee relations, performance management, and/or talent management.
3+ years of supervisory experience.
Experience in successfully resolving concerns with employees, managers, and government agencies.
Advanced proficiency with Microsoft Office suite of products and other applicable human resource related systems.
Excellent communication skills both verbal and written.
Experience delivering presentations and facilitating discussions with leaders and employees, including training, talent reviews, and performance-related conversations.
Knowledge of and experience with Federal, State, and Local labor laws and requirements.
Ability to speak/read/write in English.
If hired, must be able to demonstrate that you are authorized to work in the U.S.

Nice To Haves

Supporting or leading performance management processes, including performance reviews, talent calibration, or succession planning.
Experience working in a unionized or highly regulated environment to include working with labor agreements.
Experience utilizing HRIS platforms (e.g., Workday) to support performance management, documentation, and reporting.
Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, or SPHR).

Responsibilities

Develop and implement the PSA Employee Relations strategy that best supports the airline’s operations and helps each of the airline’s departments solve complex organizational challenges.
Lead, mentor and develop the Employee Relations team members, driving performance and accountability, with a focus on developing Employee Relations team members’ investigative skills.
Oversee and provide guidance to the People Business Partners regarding employee relations and performance-related issues, including grievance resolution, investigations, performance conversations, disciplinary decisions, and termination proceedings.
Establish and maintain effective relationships with union and business leaders, and participate in grievance appeals, arbitrations, and negotiations.
Overall responsibility for tracking and reporting all Employee Relations and performance-related metrics including trends in discipline, performance outcomes, and employee-related risks.
Main point of contact for PSA in EthicsPoint.
Investigate complex or high-level issues as needed or assigned.
Works as liaison with the attorneys as needed.
Reviews contract language, assists with labor relations, and makes recommendations for changes.
Develop work instructions, and work with each department to develop, update, and apply corrective action and performance-related templates for different work groups.
Ability to establish and maintain systems of implementation, adoption, accountability, capability, commitment, execution, and results in sustainable ways.
Build and maintain a development program for new leaders as it pertains to effective and positive employee relations.
Develop and implement any Employee Relations and performance-related training for PSA, as well as training needed for specific business areas.
Own and administer the enterprise performance review cycle, including process design, timelines, communication, and execution across the organization.
Lead and facilitate talent review and calibration processes with business leaders to ensure consistency, fairness, and alignment in talent decisions.
Own and drive the succession planning process, including frameworks, timelines, and partnership with leadership to identify and develop critical talent pipelines.
Establish and maintain performance management guidelines, tools, and documentation to support leaders in evaluating employee performance and making talent decisions.
Partner with business leaders, HR, and executive leadership to ensure alignment between performance outcomes, succession planning, and organizational needs.
Responsible for the Company's Security and Safety Management System (SMS) and associated Safety Risk Management and Safety Assurance outputs.
Performs other duties as assigned.