Director, Operations HR Business Partner

Signature Aviation•Orlando, CA

About The Position

The Director, HR Business Partner is a senior HR leader accountable for translating the business vision (safety, financial performance, guest experience, labor and cost productivity, and more) into a clear people strategy and executable roadmap. This role owns the talent agenda, culture enablement, and change leadership for the region(s). This leader leverages data to diagnose performance, orchestrating cross-HR COE and FSC department solutions, and coaches our leaders to build high-performing, future-ready teams. This role focuses on proactive, strategic partnership, and enterprise outcomes while ensuring routine and transaction HR request are routed elsewhere within HR.

Requirements

10+ years progressive HR experience with substantial time in a business-facing role; 5+ years leading HRBPs/Generalists in multi-site operations.
Bachelor’s degree required.
Advanced knowledge of federal/state employment law; strong business and financial acumen.
Experience in organization design, talent management, change management, and labor relations.
Excellent communication, consulting, and client management skills.
Ability to travel frequently within the region; overnight stays as needed.

Nice To Haves

Master’s or SPHR/SHRM-SCP preferred
Service-intensive industries (hospitality, aviation, luxury services) strongly preferred.

Responsibilities

Leads a team of HR Business Partners to ensure HR strategies are consistently implemented across the network.
Own the People Team relationship with our operations leaders (RVP, AD, GM); articulating HR’s value through measurable business outcomes (e.g., retention, internal fill rate, time-to-fill, succession plan readiness, talent and performance, etc.).
Convert company and regional business priorities into a 12–24 month people plan with clear KPIs, milestones, and ROI.
Coach senior leaders to elevate enterprise leadership behaviors; build managers’ capability to lead change, give/receive feedback, and manage performance.
Establishes direction and priorities for the regional HR team and direct reports, while identifying capabilities and competencies to develop top HR talent in their region.
Partners with other HRBP leaders (e.g., EMEA, LACAR, FSC) to ensure an enterprise mindset as we support the company’s global people strategy.
Leverage cross-COE solutions (Comp/Benefits, TA, Talent Management, Learning, Leadership Development, Communications) to solve complex challenges, and proactively engage with COEs when process or work product refinement is needed.
Champion and take accountability for the full talent lifecycle, from talent attraction, selection, onboarding, performance enablement, development, movement.
Drive rigorous talent reviews and succession planning; increase bench strength in ‘ready-enough’ and ‘ready in 12 months’.
Partner with workforce optimizations (WFO) to help model scenarios (cost vs efficiency trade-offs) while keeping safety and guest experience at the forefront.
Diagnose org effectiveness (spans/layers, role clarity, decision rights, skills) and lead redesigns that improve speed, quality, and accountability.
Plan and lead regional components of transformations (e.g., systems, operating model, M&A integration); define impacts, readiness, and adoption metrics.
Use data to proactively spot risks/opportunities (attrition, vacancy rate, safety, employee relations).
Meet and exceed new HRBP KPIs and review monthly with operations leaders, adjusting actions to increase performance.
Partner with TA to forecast needs and accelerate time-to-fill for critical roles.
Serve as escalation point for complex union and/or employee relations matters to the Director, Labor and Employee relations.
Manage an HR budget in accordance with company spend/savings objectives and ensure fiscal responsibility within their team