HR Business Partner II

Airbus•Mobile, AL

2d•Onsite

About The Position

The HRBP II operates as a highly influential partner within the business, playing a critical role in optimizing performance by proactively converging business needs into relevant HR solutions. This role navigates complex challenges with a high degree of autonomy while offering impactful guidance, interpretation and a comprehensive understanding of HR to evolving business operations. HRBP II tackles advanced challenges and serves as a mentor within the HRBP function.

Requirements

Bachelor’s degree in a relevant field or combination of education and appropriate work experience.
6 years of progressive HR experience in a CoE or generalist role.
Proficient in HRIS tools like ADP, Workday or SAP.
Demonstrated ability to manage stakeholder expectations.
Working knowledge of federal, state and local employment law, and HR regulations.
Authorized to Work in the US
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.

Nice To Haves

3 years of experience in Aerospace, preferred.
3 years of experience working in a multi-functional international environment, preferred.
PHR or SHRM-CP

Responsibilities

Guiding and Influencing Strategic Planning: Establish robust partnerships with leaders creating an opportunity to strategically influence decision making.
Identify HR challenges and opportunities within the assigned business area and actively contribute to the development of solutions.
Proactively shape and influence business goals from an HR Perspective.
Contribute to the development and implementation of the People strategy within the assigned business area.
Provide counsel and guidance on complex people-related matters, including organizational design, workforce planning, and leadership effectiveness.
Mitigate risks by foreseeing potential issues and skillfully de-escalating conflicts. Directly contributing to problem solving and solution development.
Proactively address emerging challenges and foster harmonious workplace relationships through effective conflict resolution.
Leverage advanced data analytics to identify trends and provide data driven recommendations to business leaders.
Translating data into actionable insights.
Demonstrate independent judgement and decision making in a sphere of influence in accordance with policies and procedures.
Strategically balance support for business objectives with employee advocacy.
Deliver High Quality Customer focused Service.
Champion and demonstrate a high level of personal integrity and ethics.
Actively engage and listen to employees, responding appropriately and in a timely manner.
Conduct comprehensive investigations related to HR Matters, documenting and reporting all findings. Sharing recommended outcomes and actionable solutions created in conjunction with the HR Director.
Participates in initiatives to proactively build community relationships for workforce development programs.
Conduct focus groups, exit interviews and administer employee engagement surveys.
Resolves routine management and/or employee issues by investigating complaints and concerns, mediating, evaluating, and independently offering possible courses of action/innovative solutions providing advice, guidance, and direction that is consistent with standards, practices, policies, procedures, regulations, or government law.
Coaches and consults managers on effective performance management practices, helping them to address performance gaps, conduct reviews, and foster high-performing teams.
Contributes to fostering a positive workplace culture and supporting employee engagement initiatives at a deeper, more influential level.
Ensuring compliance with advanced labor laws and regulations, mitigating organizational risk.
Provides comprehensive HR policy guidance and interpretation, ensuring full compliance with relevant federal, state, and local laws, thereby protecting the interests of both the business and employees.
Proactively identifies potential risk areas and de-escalates conflicts whenever possible.
Deliver comprehensive coaching and strategic counsel on HR matters, empowering managers and developing employees.
Contribute to employee retention strategies
Engage in workforce planning and development initiatives.
Collaborating on hiring strategies, overseeing job descriptions, participating in screening and interviewing to ensure new hires align with business needs.
Facilitate the integration of new employees.
Contribute to a smooth onboarding experience for new team members.
Help future-proof the organization by developing current talent for evolving needs.
Contribute to building a robust talent pipeline through succession planning.
Aid in establishing strategies for future leadership and critical roles.
Guide managers in effective performance management practices, including identifying opportunities for development.
Contribute to the design of professional development plans and training programs that support organizational goals.
Enhance performance management through coaching managers, identifying development opportunities, defining training needs, crafting career development plans, and aligning learning initiatives with strategic business goals.
Collaborates with and supports the centralized recruiting team in delivery of strategic staffing solutions in support of recruiting goals.
Partners with management, to include face to face meetings, to efficiently and effectively fill open positions including screens applicants and/or conducting prescreening interviews for position requirements.
Conducts regular follow-up with management to determine the effectiveness of recruiting plans and implementation.
Focus on long-term talent development and leadership coaching.
Driving talent management initiatives, including leadership development, succession planning, and high-potential programs.
Drive innovative solutions and foster creative problem-solving to lead change management efforts, ensuring seamless transitions for teams.
Proactively identify and address potential resistance to change, considering the organizational culture and business landscape.
Synthesize business requirements and departmental goals into actionable insights for COEs to ensure design solutions are fit-for-purpose.
Serve as the strategic liaison between COEs and business units, translating operational needs into scalable HR programs that drive organizational performance.
Build strong interpersonal connections to gather feedback and cultivate organizational buy-in.
Foster collaborative relationships to solicit diverse perspectives and gain commitment for initiatives.
Contribute to the HR Community’s collaborative ecosystem by engaging in cross-functional and inter-divisional HR efforts, ensuring seamless communication and fostering collaboration on projects, planning, and programs.
Contribute to the HR community's collaborative ecosystem, enhancing communication and teamwork.
Support operational efficiency by simplifying intricate HR workflows.
Champion the adoption and skillful application of new HR information technology tools, sharing leading practices across the HR function.
Become proficient in and advocate for innovative HR tech solutions, Drive specific projects and lead efforts to enhance operational processes as needed.
Conduct training sessions to ensure effective communication and understanding of new processes and procedures.
Create connections between people to get feedback and generate buy in.
Utilizing HR data and analytics to inform business decisions and measure the impact of HR initiatives.
Lead process improvements and projects as identified.
Play a more active role in organizational design, helping business units restructure, optimize teams, and improve overall effectiveness. This might involve leading initiatives to enhance team dynamics or improve cross-functional collaboration.
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 including 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
both national and international mobility