HR Business Partner I

Airbus•Mobile, AL

4d•Onsite

About The Position

The HR Business Partner I contributes to organizational success by providing tactical consultation as well as strategically aligning HR initiatives with overall business objectives, acting as an advocate for employees, supporting management growth, fostering employee well being and acting as a catalyst for change. This role supports the optimization of business performance by translating people strategy into actionable priorities.

Requirements

Bachelor’s degree in a relevant field or combination of education and appropriate work experience.
3 years of progressive HR experience in a CoE or generalist role.
Experience with HRIS tools like ADP, Workday or SAP.
Ability to travel up to 15%
Authorized to Work in the US

Nice To Haves

2 years of experience in Aerospace.
1 year of experience working in a multi-functional international environment.
PHR, SPHR or SHRM-CP certification preferred.

Responsibilities

Collaborate strategically with the business: 25% Proactively implements solutions for organizational challenges and opportunities, advising leadership on people-risk
Collaborate with leadership to integrate HR strategies with overarching business objectives.
Partner with business leaders to translate organizational goals into actionable HR plans.
Influence strategic direction through an understanding of people related needs
Offer guidance and advisement to managers and employees across various HR domains, including compensation, benefits, and organizational development, serving as a trusted resource.
Drive High Quality Customer Service, Support Employee Relations, Compliance and Risk Mitigation: 25%
Deliver high quality customer focused service.
Actively engage and listen to employees, responding appropriately and in a timely manner.
Providing leadership on HR best practices, fostering their capability in managing personnel matters, including legal and ethical compliance.
Champion and demonstrate a high level of personal integrity and ethics.
Guide and support employees in their career journeys, translating development goals into tangible progress.
Talent Management: 25%
Engage in workforce planning and development initiatives.
Contribute to strategic headcount and talent development efforts.
Support initiatives for workforce sizing and capability enhancement
Facilitate the integration of new employees.
Contribute to a smooth onboarding experience for new team members.
Change Management, Implementation of HR Projects, Programs and Processes: 20%
Support innovative solutions and foster creative problem-solving to spearhead change management efforts, ensuring seamless transitions for teams.
Interpret and cascade relevant business information to the COE for creation of design solutions.
Act as a conduit between COE and our end-users. The HRBPs role is to understand the business and then help the COEs understand it as well.
Proactively identify and address potential resistance to change, considering the organizational culture and business landscape.
Build strong interpersonal connections to gather feedback and cultivate organizational buy-in.
Additional Responsibilities: 5% Other duties as assigned

Benefits

Competitive base salary
incentive compensation which may include profit sharing schemes
retirement savings plan
Employee Stock Ownership Plan (“ESOP”)
Paid time off
personal time
holidays
generous paid parental leave program
Comprehensive insurance coverage including medical (traditional and high-deductible health plans)
prescription
dental
vision
life
disability
Employee Assistance Plan (“EAP”)
other supplemental benefit coverages
Upskilling and development opportunities through our global Leadership University
unlimited access to 10,000+ e-learning courses focusing on ways to develop your employability, certifications, career path
opportunity to participate in accelerated development programmes
national and international mobility