Manager, Human Resources Business Partners

Alaska Airlines • Seatac, WA

2d • Onsite

About The Position

The Manager, HRBP, is responsible for executing the strategy for the HR business partner function and the People Team at Alaska Airlines. As a people leader, the Manager, HRBP, leads, manages, and establishes priorities for a team of HR business partners to provide consultation and leadership on human resources strategy, programs, and services to support and sustain a high-performance culture.

Requirements

• 5 years of relevant HR experience that includes Business Partner or Organizational Development experience.
• 2 years of leadership experience.
• Bachelor’s degree or an additional 2 years of relevant training/experience in lieu of this degree.
• Deep experience designing and managing complex processes, as well as managing projects.
• Innovative, apolitical, resilient, fact-based, and creative solutions-focused mindset, with the ability to thrive in a rapidly changing and collaborative environment.
• Demonstrated experience coaching HR professionals and leaders to strengthen business acumen, influence, and problem-solving capability.
• Proven ability to manage conflict, build relationships quickly, and influence leaders to achieve more successful outcomes.
• Proven ability to leverage business acumen and analytic capability to position HR organizations as change agents and key business partners.
• Proven ability to lead strategic HR functions such as organizational design and effectiveness, change management, succession planning, and employee engagement.
• Deep knowledge of performance management, employment and legal practices, compensation, and total rewards.
• Able to travel for business as needed.
• High school diploma or equivalent.
• Minimum age of 18.
• Must be authorized to work in the U.S.

Nice To Haves

• PHR, SPHR, SHRM-CP, or SHRM-SCP professional certification.
• International HR experience.

Responsibilities

• Execute the HR strategy to build, inspire and lead a team, programs, and scalable processes, resulting in an effective approach to the company's human capital needs and a high-performance culture.
• Partners with executive leaders to develop a comprehensive people strategy addressing organizational effectiveness, onboarding new leaders, leadership development, engagement, workforce and succession planning, performance management, and training support.
• Works with the leaders across HR to enable the HR business partners to provide integrated and customer-focused people solutions.
• Exhibit a high business acumen that allows you to quickly develop strong relationships with senior leaders to influence and collaborate to meet organizational goals effectively.
• Consult and strategically advise on organizational performance, organizational design, employee engagement, and change management.
• Build project and communication plans that will successfully achieve objectives.
• Proactively communicate HR initiatives to HRBP team members and serve as a liaison between partner groups and HR functional areas regarding service delivery.
• Own, lead, and delegate HR support as needed, such as compensation and job analysis, recruiting, employee relations, etc.
• Lead team to resolve employee relation issues and work with the Employee Relations team on investigations and EEOC claims while mitigating risk for the company.
• Assess and diagnose the root cause of people-related challenges.
• Drive effective inclusion practices to build a culture of belonging while actively supporting and executing the company’s initiatives, goals, and commitments.
• Shape the team’s culture through strategy, action, presence, and reinforcement of behaviors.
• Rapidly pivot and own or collaborate with projects and other tasks as assigned and as needed.
• Build coaching capability across the HRBP team. Develop HRBPs into strong business coaches, equipping them to ask the right questions, challenge assumptions, and influence leaders without defaulting to tactical solutions. Guide HRBPs to assess leader effectiveness and maturity, adjusting coaching approaches based on need.
• Model a coach approach with business leaders by balancing inquiry, insight, and guidance, supporting leaders to build their own problem-solving and people leadership capability.
• Foster a team culture where learning, curiosity, and growth are prioritized over having immediate answers, reinforcing thoughtful decision-making and accountability.
• Develop people through effective performance management and ongoing feedback, focusing on delegation for stretch assignments, growing and developing the team for capacity and growth, looking at performance across the team, and time management.

Benefits

• Free stand-by travel privileges on Alaska Airlines, Hawaiian Airlines & Horizon Air
• Comprehensive well-being programs including medical, dental and vision benefits
• Generous 401k match program
• Annual bonus plans
• Generous holiday and paid time off

What This Job Offers

• Job Type: Full-time
• Career Level: Manager