Senior HR Business Partner

Position Summary

The Senior HR Business Partner (HRBP) serves as a strategic partner to business leaders, driving HR initiatives that support the overall business objectives and foster a high-performance culture. This role is responsible for aligning HR strategies with business goals, providing expert guidance on a range of HR functions including talent management, organizational development, employee relations, and change management. The Senior HRBP will collaborate closely with leadership to influence and execute business strategies, manage complex employee issues, and champion a culture of continuous improvement, inclusion, and employee engagement.

• Location: Van Nuys, CA  (Onsite)
• Compensation: $105,000 - $173,000

Duties and Responsibilities

Strategic Partnership

• Collaborate with senior leadership to align HR strategies with business goals, providing insights and recommendations to drive organizational success.
• Serve as a trusted advisor to leaders, offering strategic guidance on workforce planning, organizational design, and succession planning.
• Develop and implement HR initiatives that promote a high-performance culture, employee engagement, and retention in collaboration with shared service departments.

Employee Relations

• Represent a discrete group of employees, acting as the primary HR contact for employee relations matters within that group.
• Manage complex employee relations issues, including conflict resolution, disciplinary actions, and grievance handling, ensuring consistency, fairness, and compliance with employment laws.
• Conduct thorough investigations into employee complaints, working closely with legal and compliance teams when necessary.
• Provide coaching and support to managers on handling employee relations issues, helping them to address concerns effectively and in line with organizational policies.
• Monitor and analyze employee relations trends within the assigned employee group, proactively addressing emerging issues and recommending solutions.

Collaboration with Shared Services

• Partner with the Directors of Talent Management, Employee Engagement, Payroll, Compensation, and Benefits to ensure seamless integration of these services within the assigned business units.
• Support the implementation of talent acquisition, development, and retention strategies developed by the Talent Management team, ensuring they align with business needs.
• Collaborate with the Employee Engagement team to implement initiatives that foster a positive work environment and enhance employee morale within the assigned employee group.
• Work closely with the Payroll, Compensation, and Benefits teams to ensure accurate and timely delivery of services, addressing any issues or concerns that arise.

Change Management

• Drive and manage change initiatives within the assigned business units, including organizational restructuring, process improvements, and culture change efforts.
• Develop and deliver change management plans, including communication strategies, training programs, and leadership support, to ensure smooth transitions.
• Serve as a change agent, promoting a culture of continuous improvement and adaptability within the organization.

Diversity, Equity, and Inclusion (DEI)

• Lead DEI initiatives within the assigned business units, working to create a culture of inclusion and respect.
• Collaborate with leadership to implement DEI strategies, programs, and policies that promote diversity in hiring, development, and retention.
• Provide guidance and support to managers on fostering an inclusive work environment and addressing any DEI-related issues.

HR Analytics and Reporting

• Analyze HR metrics and data related to the assigned employee group, providing insights and recommendations to senior leadership.
• Monitor key HR metrics, such as turnover, engagement, and employee satisfaction, and develop action plans to address areas of concern in collaboration with relevant shared services.
• Prepare and present reports on HR activities, trends, and outcomes to senior leadership, highlighting the impact of HR initiatives on business performance.

Policy Development and Compliance

• Ensure compliance with all employment laws and regulations within the assigned employee group, keeping up-to-date with legal changes and best practices.
• Develop, update, and enforce HR policies and procedures, ensuring they align with organizational goals and legal requirements.
• Provide training and support to managers and employees on HR policies, ensuring they are understood and consistently applied across the organization.

Mentorship and Coaching

• Serve as a mentor and coach to HR team members, providing guidance and support in their professional development.
• Lead by example, fostering a collaborative and supportive HR team environment.
• Share knowledge and expertise with managers and employees, helping them to develop their HR and leadership skills.

Continuous Improvement

• Identify opportunities for improving HR processes and practices within the assigned business units, driving efficiency and effectiveness in collaboration with shared services.
• Lead HR projects and initiatives aimed at enhancing the employee experience and supporting organizational growth.
• Stay informed of industry trends and best practices, continuously seeking ways to innovate and improve HR service delivery.

Competencies and Skills

Leadership

• Ability to lead and inspire teams, fostering a collaborative and high-performing work environment.
• Strong decision-making skills, with the ability to navigate complex situations and make informed, strategic choices.

Communication

• Excellent verbal and written communication skills, with the ability to articulate ideas clearly and effectively to diverse audiences.
• Skilled in active listening, ensuring understanding and responsiveness to the needs of others.

Emotional Intelligence

• High level of self-awareness, empathy, and social skills, enabling effective relationship-building and conflict resolution.
• Ability to manage emotions in oneself and others, fostering a positive and supportive workplace culture.

Problem-Solving

• Strong analytical and critical thinking skills, with the ability to identify problems, evaluate options, and implement effective solutions.
• Creative and resourceful, with the ability to approach challenges with innovative thinking.

Adaptability

• Ability to thrive in a fast-paced, dynamic environment, adjusting to changing priorities and business needs.
• Resilient and flexible, with the capacity to manage ambiguity and lead others through change.

Project Management

• Strong organizational and project management skills, with the ability to manage multiple initiatives and meet deadlines.
• Detail-oriented, ensuring accuracy and consistency in all aspects of work.

Interpersonal Skills

• Ability to build and maintain positive relationships with employees, managers, and stakeholders at all levels.
• Collaborative mindset, with the ability to work effectively in cross-functional teams.

Ethical Judgment

• Commitment to integrity and ethical decision-making, ensuring compliance with organizational policies and legal requirements.
• Ability to navigate sensitive issues with discretion and professionalism.

Position-Specific Skills

Strategic Thinking

• Ability to align HR strategies with business objectives, ensuring HR initiatives drive organizational success.
• Strong business acumen, with the capability to understand and influence business strategy and operations.
• Forward-thinking, with the ability to anticipate future HR needs and trends.

Employee Relations Expertise

• Deep knowledge of employee relations practices, including conflict resolution, disciplinary actions, and grievance handling.
• Strong understanding of employment laws and regulations, with the ability to ensure compliance and mitigate risk.
• Skilled in conducting investigations and providing sound advice to managers and employees on complex employee relations issues.

Collaboration and Influence

• Ability to build strong relationships with leaders, employees, and shared service teams, fostering a collaborative work environment.
• Skilled in influencing and advising senior leaders on HR-related matters, driving alignment and commitment to HR strategies.
• Ability to work effectively with cross-functional teams, ensuring HR initiatives are integrated and aligned across the organization.

Change Management

• Expertise in leading and managing change initiatives, including organizational restructuring, process improvements, and cultural transformation.
• Strong communication skills, with the ability to develop and execute change management plans that engage and support employees at all levels.
• Resilience and adaptability, with the ability to navigate and lead others through change in a dynamic environment.

Diversity, Equity, and Inclusion (DEI)

• Commitment to fostering a diverse and inclusive workplace, with the ability to lead DEI initiatives and influence organizational culture.
• Strong understanding of DEI best practices, with the ability to implement strategies that promote diversity, equity, and inclusion in all aspects of HR.
• Cultural competence, with the ability to work effectively with a diverse range of employees and stakeholders.

Analytical and Problem-Solving Skills

• Ability to analyze HR metrics and data, providing insights and recommendations to improve HR processes and business outcomes.
• Strong problem-solving skills, with the ability to identify issues, develop solutions, and implement improvements in HR practices.
• Attention to detail, with the ability to ensure accuracy and consistency in HR reporting and documentation.

Communication and Interpersonal Skills

• Excellent verbal and written communication skills, with the ability to convey complex HR concepts in a clear and concise manner.
• Strong interpersonal skills, with the ability to build trust and rapport with employees and leaders at all levels.
• Skilled in active listening, with the ability to understand and address the needs and concerns of employees and managers.

Coaching and Mentorship

• Ability to mentor and develop HR team members, providing guidance and support in their professional growth.
• Skilled in coaching managers on HR best practices, helping them to develop their leadership capabilities and manage their teams effectively.
• Commitment to continuous learning and development, both for oneself and for others within the organization.

Organizational Skills

• Strong organizational skills, with the ability to manage multiple priorities and projects simultaneously.
• Ability to work independently and proactively, taking initiative to drive HR initiatives forward.
• Skilled in managing time effectively, ensuring timely completion of HR tasks and responsibilities.

HR Technology Proficiency

• Proficiency in HRIS systems, with the ability to leverage technology to streamline HR processes and improve efficiency.
• Familiarity with data analysis tools and techniques, with the ability to extract and interpret HR data to inform decision-making.
• Ability to stay current with HR technology trends, exploring new tools and platforms that enhance HR service delivery.

Essential Job Functions & Requirements

• Able to comply with all safety requirements necessary to perform the job safely.
• Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state, and local standards.
• Pass pre-employment drug testing and background check

Travel Expectations

Travel is possible but not likely more than 10 of work time.

Required Education and Experience

• A bachelor’s degree and seven to ten years’ human resource experience, or seven years of experience in the HR field, or any similar combination of education and experience.

Preferred Qualifications

• PHR or SPHR preferred.

Disclaimer Statement

Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice. This job description may not cover or contain a comprehensive listing of all assigned activities, duties, or responsibilities, and may be amended at any time. Employees may be required to perform other job-related assignments as requested.

Americans with Disabilities Act (ADA) Statement

In compliance with the Americans with Disabilities Act (ADA), Clay Lacy Aviation provides reasonable accommodation when requested by qualified individuals with disabilities unless such accommodation would cause an undue hardship. We encourage both prospective and current employees to discuss potential accommodation with a representative of the Office of Human Resources.

Equal Employment Opportunity (EEO) Statements Clay Lacy Aviation provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.