Site HR Partner

ABM US•Charlotte, NC

1d•Onsite

About The Position

ABM is hiring a Site HR Partner for Charlotte Douglas International Airport (CLT) to support our Cabin Cleaning and Janitorial teams totaling approximately 640 managers, supervisors and frontline/hourly roles. Bilingual (Spanish) is strongly preferred. In this role, you be responsible for aligning business objectives with employees and front-line leaders, handle all HR-related functions for this location and serve as a consultant to front-line leaders on human resource-related issues. The successful Site HR Manager acts as an on-site employee champion and change agent. The role assesses and anticipates HR-related needs and implements innovative and practical solutions through a strong process and metrics focus. Advises account level management regarding policies and programs including recruitment and employment, personnel records, employee and/or labor relations, job evaluation, compensation management, benefits administration, training, AAP/EEO, and special projects. May contribute to the development of unit specific policies or programs. This role is full time, on-site 5 days/week (Mon-Fri) at Charlotte Douglas International Airport (CLT).

Requirements

Bachelor’s Degree in Human Resources Management or related field; in lieu of degree, 5+ years of related experience required
Minimum of 3 years of applicable experience in Human Resources, business operations or management
Experience supporting a large hourly & distributed workforce is a strong plus
Bilingual/Spanish is strongly preferred
Aviation industry experience preferred
Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy.
Strong consultation and communication skills.
Ability to effectively challenge, influence, and develop productive relationships inside and outside of HR.
Intellectual agility, interpersonal flexibility and deep curiosity to learn.
Exposure to strong process and project management discipline.
Effective team player and networker

Responsibilities

Consults with line management, providing HR guidance when appropriate.
Building and maintaining an environment for our Team Members that results in a high customer focused and engaged workforce.
Review onboarding and orientation for new leaders.
Analyzes trends and metrics, seeking opportunities and strategies to improve trends in turnover, retention and key indicators of employee and customer engagement.
Partner with leadership to understand current and future staffing needs.
Partner with Talent Team to develop workforce plans that respond to current and future staffing needs.
Partner with Learning & Development Team to ensure key programs are focused on front line managers and team members.
Ability to read and understand data to inform continuous improvement and inform decision making.
Manages and resolves employee relations issues.
Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal as needed/required.
Provides day-to-day performance management guidance to front line leaders (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with front line leaders to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Provides guidance and input on business restructures, workforce planning and succession planning.
Identifies training needs for business and individual coaching needs.
Participates in evaluation and monitoring of training programs to ensure success.
Follows up to ensure training objectives are met.
Partner with HR Centers of Excellence to deliver programs to meet organizational goals.
Review key business performance targets and their related talent implications with business leaders.
Support customer retention and business development though direct involvement with key customer base.
Identify and drive the sharing of best practices across functions to facilitate continuous improvement.
Understand and mitigate corporate risk associated with relevant employment laws/policies.