Regional People Partner

CLEAR•Denver, CO

1d•Onsite

About The Position

CLEAR is building THE secure identity company of the future. Our mission is to make experiences safer and easier—physically and digitally. With more than 43 million Members and a growing network of partners across the world, CLEAR's secure identity platform is transforming the way people live, work, and travel. Whether it’s at the airport, stadium, or throughout your everyday life, CLEAR unlocks the magic of frictionless experiences. The Regional People Partner is the key connective tissue between our Airport Operations leaders and their teams. Across your region, you're the person leaders lean on to make good calls, and the person team members know is invested in their success. This role puts you in the middle of it all: coaching station leaders, solving employee relations issues, and building exceptional team member experience that help CLEAR thrive.

Requirements

5+ years of HR or People Business Partner experience, including real time supporting hourly or frontline teams and handling complex employee relations matters.
Earning trust with operational leaders quickly, and coaching them through hard calls with good judgment and empathy.
Reading data and what people are actually telling you, then turning both into action.
Juggling a lot at once without losing the thread, in an environment that shifts week to week.
Communicating clearly at every level - whether that's a one-on-one coaching conversation or a room full of station leaders.
Being on the ground: this is an in-operation role based out of Denver International Airport (DEN), with anticipated travel of up to 50%.

Responsibilities

Be the go-to People Partner for Operations leaders in your region - the person they call when something's tricky, not just when something's already broken.
Coach and sharpen station leaders and managers - through training, real feedback, recognition that means something, and just showing up when it counts.
Own employee and labor relations across your stations: run investigations, dig into root causes, and land on outcomes that are fair and consistent, working closely with Legal along the way.
Turn employee data, survey results, and what you're hearing on the ground into recommendations leaders can actually act on.
Partner across People and Operations on the bigger initiatives: onboarding, process fixes, and making sure People practices run the same way at every station.