HR Business Partner (Hybrid)

United Airlines•San Francisco, CA

1d•$102,220 - $133,194•Hybrid

About The Position

This HR Business Partner will be directly supporting SFO and LAX Inflight and Flight Operations bases. This role possesses specialized expertise in HR business partnership, guiding management teams to resolve complex workforce challenges. Operates independently within specific business units or regions, requiring guidance only in the most intricate situations. Leads functional teams in developing and implementing medium to long-term HR solutions aligned with business objectives.

Requirements

3+ years of HR Business Partner experience or relevant work experience
Up to 30% travel or as needed
Human Resources Management
Federal and State Regulations
Stakeholder Management
The ability to critical think
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
Experience with unions or supporting union represented work groups
Airline/Aviation or similar experience

Responsibilities

Delivers HR advisory support to leaders to facilitate resolution of complex queries and ensures 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 monitors 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.