HR Business Partner

Spirit Airlines•Dania Beach, FL

34d•Onsite

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders by aligning human capital strategies with organizational goals. This role supports both Union and Non-Union groups and plays a critical role in fostering a culture of continuous improvement, driving strategic HR initiatives that support the organization's goals, and enhancing the overall Team Member experience. The HRBP advises leaders on a broad range of HR functions, drives change management initiatives, and ensures compliance with company policies, labor agreements, and employment laws. At Spirit, we live "More Fly." It's not just about getting from point A to B-it's about feeling fly while you're at it. For our Team Members, it means thinking BIG, taking action, making connections, and having a blast while doing it. From the station to the cockpit, the cabin to the computer, every day is an adventure as we redefine travel. Soar with us and enjoy travel perks that bring you closer to what matters. Join a team that empowers you to bring your full self to work, grow personally and professionally, and fuel the communities we serve. At Spirit Airlines, the sky isn't the limit-it's just the beginning!

Requirements

Bachelor's degree or equivalent experience required
Human Resources, Business, Psychology, or related field
5 years of progressive HR experience, preferably within a unionized, fast-paced, and operationally complex environment. Strong labor relations background is preferred.
Strong understanding of labor contracts, grievance process and union collaboration
Ability to coach, influence, and guide leaders at all levels
Effective interpersonal, conflict resolution, and negotiation skills
Exercise good judgement, problem solving, decision-making and data literacy skills, with the ability to interpret HR and operational metrics
Intermediate proficiency in Microsoft Excel, Including experience with XLOOKUP, pivot tables, and other key functions; proficient in full Microsoft Office Suite (Word, PowerPoint, Outlook, Teams)
Ability to manage changing priorities and work in a collaborative environment
Strong verbal and written communication skills
Proven ability to manage multiple priorities and adapt to evolving business needs
Must be able to exert up to 25 lbs. of force occasionally, and/or up to 10 lbs. frequently. Light work involves significant walking or standing.

Nice To Haves

PHR, SPHR, SHRM-CP, or SHRM-SCP

Responsibilities

Act as a trusted advisor to business leaders by providing strategic HR guidance that aligns with business objectives.
Partner with union leadership and Labor Relations on CBA interpretation, employee grievances, investigations, and discipline to ensure alignment with contractual obligations and internal policies.
Address 'first-level' employee relations (ER) matters for both union and non-union employees, escalating as necessary while ensuring thorough documentation and follow-through.
Analyze organizational structures and make recommendations for efficiency, effectiveness, and optimal talent utilization.
Use data-driven insights to identify trends, develop solutions, and advise leaders on organizational health, workforce planning, and engagement strategies.
Collaborate with HR Centers of Excellence (CoEs) in areas such as Compensation, Talent Acquisition, Benefits, and Talent Development to deliver integrated HR solutions.
Drive execution of HR programs and initiatives such as performance management, leadership development, employee recognition, and change management.
Serve as a key partner in investigations, providing coaching to leaders and team members, and recommending appropriate outcomes in partnership with Legal and Labor Relations.
Maintain a strong understanding of applicable employment laws, HR policies, and CBAs, and ensure consistent application across the business.
Support recruitment efforts for hourly and frontline management roles, partnering with Talent Acquisition to reduce time-to-fill and ensure quality hiring decisions.
Collaborate with department leaders on talent development plans, providing direct and actionable coaching that promotes accountability and performance improvement.
Serve as a change agent by influencing outcomes, fostering innovation, and guiding leaders through complex people challenges.
Ensure compliance with all required postings and regulatory requirements at the federal, state, and local level.
Demonstrate flexibility to take on additional projects, initiates, and other duties as assigned to support evolving business needs.