HR Business Partner

Citadel Completions LLC•Dallas, TX

22d•Onsite

About The Position

The Human Resources Business Partner (HRBP) is an embedded, site-level generalist who serves as the day-to-day HR presence for assigned operations while functioning as an active member of the site leadership team. Reporting directly to the Sr. Director of Human Resources, this role operates in a matrixed structure — accountable to HR for consistency, compliance, and enterprise-wide initiatives, while working shoulder-to-shoulder with site leaders to address workforce needs in real time. This is not a transactional HR role. The HRBP is expected to be visible on the floor, at leadership meetings, and in the conversations that matter. They translate organizational HR strategy into practical, site-level execution — building leader capability, driving a strong employee experience, and ensuring that people practices support safe, efficient, and compliant operations.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required.
5–8 years of progressive HR experience in generalist or HR business partner roles.
Strong understanding of employment law, HR compliance, and employee relations practices.
Experience supporting managers and employees in operational or corporate environments.
Strong knowledge of HR principles, employment laws, and compliance requirements.
Excellent interpersonal and communication skills.
Ability to build strong relationships with leaders and employees across the organization.
Strong problem-solving and conflict resolution skills.
High level of professionalism and confidentiality.
Ability to balance strategic HR initiatives with day-to-day operational support.
Strong organizational and time management skills.
Ability to manage multiple priorities in a dynamic work environment.
Collaborative and solutions-oriented approach to workforce challenges.

Nice To Haves

Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.
Experience in aviation, aerospace, manufacturing, or operational environments.
Experience supporting multi-site or growing organizations.
Familiarity with HRIS systems and workforce analytics tools.
Experience supporting workforce planning and organizational development initiatives.

Responsibilities

Serve as the primary, on-site HR resource for assigned locations — actively engaged with site leaders and employees rather than operating in a support-from-a-distance capacity.
Participate in site leadership team meetings, stand-ups, and operational reviews to stay connected to business priorities and surface HR implications proactively.
Build trusted relationships with managers at all levels, functioning as a credible advisor on people-related decisions — not just a policy resource.
Coach and develop site leaders on workforce management, performance conversations, team dynamics, and HR best practices.
Manage and resolve employee relations issues including workplace conflicts, conduct concerns, and interpersonal disputes — handling investigations with objectivity and appropriate confidentiality.
Guide leaders through disciplinary processes, performance improvement plans, and documentation in a consistent, fair, and legally sound manner.
Act as an accessible, approachable resource for employees — building a culture where concerns are raised early and addressed constructively.
Monitor team dynamics and site culture indicators, flagging patterns or risks to HR and site leadership before they escalate.
Partner with site leaders to identify staffing needs and support full-cycle recruitment for site-level positions including job postings, screening, interviews, offers, and pre-employment coordination.
Lead and continuously improve the new hire onboarding experience to ensure employees feel welcomed, prepared, and connected to the team from day one.
Serve as a key point of contact for new hires during their first 90 days, proactively checking in and facilitating early integration.
Serve as the site-level implementation lead for enterprise HR programs including performance management cycles, compensation reviews, policy rollouts, benefits open enrollment, and engagement surveys.
Translate org-wide HR initiatives into site-specific action plans that account for operational realities, workforce demographics, and local leadership capacity.
Provide feedback to HR leadership on how programs land at the site level, helping to refine approaches across the organization.
Support change management efforts by preparing site leaders and employees for new HR programs, systems, or organizational shifts.
Ensure site-level compliance with federal, state, and local employment laws, company policies, and aviation industry regulations.
Maintain accurate, up-to-date employee records within HRIS systems and support HR audit and regulatory reporting requirements.
Administer HR programs at the site level including leave management, workers' compensation coordination, and benefits-related questions.
Identify and proactively address compliance gaps or inconsistencies in HR practices across the site.
Track and analyze site-level workforce metrics including turnover, absenteeism, headcount, and engagement data and present insights to site and HR leadership in support of business decisions.
Partner with HR leadership on workforce planning activities to ensure the site is staffed appropriately to meet operational and growth objectives.
Flag early-warning indicators related to retention, morale, or capacity and recommend proactive interventions.