Senior Human Resources Business Partner (Southern CA)

Signature Aviation•CA, CA

22d

About The Position

The Senior Human Resources Business Partner (Sr. HRBP) translates operational business priorities into people strategies that drive performance and results across an assigned portfolio of Area Directors, General Managers, and FBO locations. The Sr. HRBP partners with operational leaders to strengthen leadership capability, improve organizational effectiveness, develop talent, enable change, and create an exceptional team member experience. Serving as a trusted advisor, the Sr. HRBP uses workforce insights, business acumen, and cross-functional HR partnerships to diagnose organizational challenges and deliver integrated solutions. The role champions the full talent lifecycle and collaborates with HR Centers of Excellence (COEs) to provide leaders with seamless, high-impact HR support.

Requirements

At least 7 years of experience in progressive human resources roles.
Bachelor’s degree required.
Knowledge of federal and state employment law.
Experience in talent management, change management, and labor relations.
Excellent communication, consulting, and client management skills.
Ability to travel frequently within the region, including overnight stays as needed.

Nice To Haves

Professional certification preferred.

Responsibilities

Serve as the primary HR Business Partner for assigned Area Directors and General Managers, building trusted partnerships that improve business performance.
Create, adapt, and implement HR, talent management, engagement, and operational solutions to address business imperatives and positively impact organizational performance.
Champion the full talent lifecycle, including workforce planning, talent acquisition, onboarding, performance management, succession planning, development, and internal mobility.
Assess, coach, and develop leaders and managers to strengthen leadership effectiveness, organizational capability, performance management, and change leadership.
Champion an environment of engagement and collaborate with the wider HR team and other stakeholders to provide expertise, resources, and services for customer and organizational initiatives.
Manage and resolve complex employee relations issues; conduct effective, thorough, and objective investigations; participate in coaching and corrective action; and work with management and team members to improve work relationships, morale, productivity, and retention.
Partner with Labor and Employee Relations on union matters, grievances, collective bargaining agreement interpretation, and arbitration preparation as appropriate.
Help managers navigate HR processes and systems, provide feedback, and participate in process improvements.
Use workforce data to identify trends in turnover, staffing, engagement, performance, safety, employee relations, and operational effectiveness.
Promote and ensure policy and compliance with stakeholder groups to manage and mitigate organizational risk.