HR Business Partner II

Purpose:

The purpose of the Field People and Culture Business Partner II (PCBP) role is to direct the people and culture activities of an airport, or a grouping of airport, train station, mall, gift shop, and/or hotel locations with substantially high sales volume that are collectively managed by senior location operations leaders of Food, Beverage and Retail. The PCBP collaborates with the location operations leader on people and culture matters by providing both strategic and technical expertise and advice. Along with managing the overall location People and Culture function, the PCBP works closely with the Regional People and Culture Director (PCD) to communicate trends and utilize strategic planning tools and processes to analyze the business and recommend solutions. The PCBP is an on-site, visible, and engaged partner with Operations and has regular and direct contact, both personally and through their assigned People and Culture team, with operations management and team members.  The PCBP is accountable for executing policies, procedures, and strategies as directed by the PCD, and to develop and administer local people and culture policies and programs unique to the location(s).

Essential Functions:

• Develops and maintains a position of trusted advisor to the location operations leader and regional operations leader.
• Advises the location operations leader and operations managers on engagement, retention, training and performance management issues as they arise, and identifies trends and opportunities for improvement.
• Establishes and nurtures a visible and positive People and Culture presence within the location(s) and among team members at all levels.
• Directs the activities of assigned People and Culture team members to ensure team member relations issues are addressed before their magnitude necessitates escalation.
• Establishes and maintains positive labor relations. Participates in arbitrations, grievances, and contract negotiations, and ensures operations managers understand their CBA.
• Partners with Operations, Loss Prevention, Finance, and other departments to support operations’ objectives.
• Directs the full team member life cycle, from attraction and selection, onboarding to offboarding at the location(s).
• Ensures People and Culture practices comply with company and legal requirements. Partners with Legal to resolve matters as needed.
• Lead change initiatives that embrace our forward-thinking values and drive continuous improvement.
• Promote a culture of continuous learning and development.
• Regularly communicates with peers to collaborate on common changes and opportunities.
• Regularly communicates with Regional People and Culture Director about the state of people and culture within assigned location(s).
• Maintains knowledge of current trends, technical, regulatory, and statutory related to the People & Culture function to ensure delivery of appropriate advice and counsel.
• Conducts confidential People and Culture investigations.
• Ensures that all federal, state, local laws, collective bargaining agreements and center of excellence people and culture policies are proactively managed. 
• Administers individually or through the supervision of others all company and local people and culture policies.
• Acts as a manager, mentor and primary resource to other People and Culture professionals in the region.

Reporting Relationship:

The Field People and Culture Business Partner II reports into the Regional People and Culture Director. 

Minimum Qualifications, Knowledge, Skills, and Work Environment:

• The combination of educational and professional experience must exceed 7 years:
  • In a leadership role: Requires 3-5 years of experience leading a team of People and Culture professionals, executing People and Culture strategy, and maintaining team member relationships.
  • In a technical role: Requires 7-10 years of People and Culture experience
    • A bachelor’s degree in a program related to the functional area can count for three of the seven-year requirement.
    • An MBA or a master’s level degree in a program related to the functional area can count for an additional two years of the seven-year requirement.
  • In the industry: 3-5 years of Hospitality, Food, Beverage, and/or Retail experience preferred.
• Specialized Training:
  • SHRM-SCP or HRCI-SPHR certification preferred
  • Advanced knowledge across multiple People and Culture areas, including but not limited to recruiting, team member relations, labor relations, training and development, and compensation.
  • Training that leads to an in-depth understanding of People and Culture
  • Training that leads to in-depth knowledge of state and federal employment regulations and statutes
• Specialized Skillset/Competencies/Traits
  • Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals.
  • Business acumen and mindset required to understand the long-term implications of People and Culture and to advance the organizational goals.

• Requires the ability to analyze information to recommend resolutions to complex problems and strategic challenges
• Requires demonstrated competency in the development of people and culture strategies and team member engagement  
• Requires the ability to speak, read and comprehend instructions, correspondence and policy documents, as well as converse comfortably with team members; excellent problem-solving and writing skills
• Requires ability to build collaborative partnerships and experience working with other departments
• Requires proficiency with HRIS and business software/systems and have expertise in preparing documents, spreadsheets and presentations
• Requires flexibility and adaptability to manage multiple projects and manage remote direct reports, while maintaining focus on critical People and Culture processes
• Requires the ability to lead and be a member of a team; ability to handle confidential matters with discretion

• Travel:

• May require up to 50% travel.