HR Business Partner

Mitsubishi Heavy Industries, Ltd.•Bridgeport, WV

23h•Onsite

About The Position

MHI RJ Aviation Group (MHIRJ) is the merging of two important heritages: Mitsubishi Heavy Industries (MHI) and the CRJ Series program. We provide comprehensive critical operational, engineering and customer support solutions including maintenance, refurbishment, technical publications, marketing and sales activities for the global regional aircraft industry. We’re hiring Human Resources Business Partner (HRBP) to help drive our continued success! The HR Business Partner (HRBP) serves as a strategic advisor and trusted partner to business leaders, aligning people strategy with organizational goals. In this role, the HRBP works closely with leaders and managers to identify workforce priorities, develop effective people plans, and implement organization-wide HR strategies that support business objectives. Acting as a change agent and employee advocate, the HRBP provides expert guidance across all areas of HR, ensuring that organizational strategies, programs, and practices support business objectives and strengthen the employee experience.

Requirements

Bachelor’s degree in human resources, Business Administration, or a related field.
3+ years of professional experience as an HRBP, HR Generalist or a related field.
Familiarity with HR systems, payroll, and data analytics tools.
Relationship Building and Influence: Ability to develop meaningful relationships with leaders and employees to drive HR initiatives.
Strategic Problem: Anticipates future workforce needs, aligns HR initiatives with business goals and quickly assesses challenges to deliver effective solutions.
Communication Skills: Strong verbal and written communication to convey HR strategies and policies effectively.

Responsibilities

Strategic Planning: Collaborate with leadership to design people-first strategies, workforce planning, and succession planning to ensure the organization is future-ready.
Employee Relations: Provide guidance, mediate conflicts, and ensure compliance with company policies and employment law to maintain a fair and supportive work environment.
Performance Management: Support managers in setting goals, evaluating performance, and recognizing achievements to align employee efforts with business objectives.
Change Management: Facilitate organizational change by creating communication plans, supporting employees, and minimizing disruption during transitions.
Talent Acquisition and Development: Partner with talent acquisition and managers to attract, retain, and develop talent through coaching, training, and career development initiatives.
Data-Driven Decision Making: Use HR metrics and analytics to inform decisions, identify trends, and drive improvements in people strategies.