HR Business Partner (Hybrid)

United Airlines•Los Angeles, CA

1d•$102,220 - $133,194•Hybrid

About The Position

As a strategic partner to SFO and LAX Inflight and Flight Operations bases, this HR Business Partner drives organizational performance by leveraging people analytics to forecast workforce needs, optimize organizational design, and lead special critical projects. This role proactively manages business needs, guiding management teams through complex organizational changes and implementing long-term HR strategies that drive operational excellence.

Requirements

3+ years of HR Business Partner experience or relevant work experience
Up to 30% domestic travel as needed
Experience partnering with senior leadership as a trusted strategic advisor to forecast talent needs and design organizational structure improvements
Experience driving HR projects that align with long-term business goals
Extensive knowledge of federal, state, and local employment laws
Experience leveraging HR analytics to track employee turnover, identify critical talent gaps, and measure the effectiveness of initiatives
Must be legally authorized to work in the United States for any employer without sponsorship
Successful completion of interview required to meet job qualification
Reliable, punctual attendance is a crucial function of the position

Nice To Haves

HR certification
Experience applying California employment laws and regulations
Labor Relations experience
Airline/Aviation industry experience

Responsibilities

Delivers HR advisory support to leaders to facilitate resolution of complex queries and ensure that diversity and inclusion are a foundation of the business HR plans (values driven thought partnership).
Supports escalated challenges relating to represented population and line managers (large volume of HR policy and procedure implementation) when providing support to Operational/ Frontline teams.
Guides talent, performance and compensation management processes to enable people to build the capabilities our business values and monitor their impact on organizational effectiveness.
Monitors complex employee relations issues and provides context and oversight for management of formal ER cases, manages sensitive or senior cases where appropriate.
Shapes and delivers design, implementation and monitoring activities for a variety of human resource programs in support of broad business objectives; interprets/guides employees and leaders on HR policies and procedures and is familiar with Federal and State laws.
Actively engage in organizational development, talent management, and succession planning activities
Recommends sound inputs to the definition of the HR strategy, analyses HR data and provides a deep understanding of the business to drive and deliver organizational change initiatives.