Senior HR Partner Representative (Hybrid)

United Airlines•Chicago, IL

1d•Hybrid

About The Position

The Sr. HR Partner Representative is an entry level HR business partner position who has HR ownership of a smaller client group supporting them with day-to-day traditional HR activities. This role will partner with their HR and business leadership to build business acumen and implement HR programs. This role also provides pivotal support to the HR Business Partners (Field or Corporate) by partnering with them in aligning HR strategy with the business needs and goals. This role combines traditional HR business partnering with specialized process ownership and case management responsibilities.

Requirements

2+ years of experience as a HR Generalist, HR Business Partner, or relevant HR work experience
Up to 20% travel
Strong understanding of core HR
Ability to build trusted relationships and collaborate effectively across HR teams and with Inflight & Flight Ops partners
Excellent organizational skills
Ability to prioritize tasks effectively, managing multiple deadlines and stakeholders while maintaining accuracy and quality
Experience analyzing and interpreting HR data to produce accurate reports, uncover trends, and support informed decision-making
Legal compliance experience
Experience influencing business decisions
Proficient in Microsoft Excel and PowerPoint
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

SHRM-CP or equivalent certifications
Aviation/Airline industry experience

Responsibilities

Provide day to day HR support including leadership coaching, policy guidance and interpretation, and driving resolution to inquiries in assigned client groups, demonstrating the ability to handle multiple tasks with minimal supervision
Manage and resolve employee relations issues. May support or conduct formal company investigations.
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Handles HR escalation cases, serving as the central point of contact for complex or sensitive matters. Ensure consistent, timely, and compliant resolution of escalated issues
Track, document, and analyze escalation trends to identify patterns and improvement opportunities. Continuously improve processes through documentation, training materials, and best practice sharing
Develop and maintain response templates and standard operating procedures (SOPs) for common escalation scenarios