Controller
April 29, 2026Director of Accounting and Finance
April 29, 2026HR Business Partner 10723
Position Summary:
The Regional HR Business Partner (HRBP) supports Field Leadership, Corporate, or designated Area/Region as a strategic and hands-on partner across aspects of talent and workforce strategy. The level, HRBP Associate or HRBP Manager, is dependent upon the experience of the successful candidate.
This role is responsible for strengthening leadership capability, improving employee retention, and driving engagement across a highly hourly, multi-site workforce. As a connector between field operations and the centralized Human Resources Team, the HRBP ensures timely, people-focused solutions aligned with business objectives, and provides coaching, insight, and support to managers and employees during critical moments.
Responsibilities:
Regional Business Partnership
- Build and leverage relationships at all levels in the organization, informing and assisting others while being viewed as a valued, trusted, and credible business partner
- Partner with field leaders to align workforce and people strategies with operational goals.
- Serve as a trusted advisor to frontline and mid-level leaders, providing guidance on team effectiveness, people issues, and culture.
- Translate HR strategy into field-relevant execution that improves performance, retention, and employee experience.
Frontline Manager Capability Building
- Coach and advise managers in building and leading high-performing teams.
- Provide support on feedback delivery, performance conversations, and team conflict resolution.
- Facilitate just-in-time support aligned to operational issues reactively and operational needs proactively wherever possible.
- Proactively works to support our leaders with talent initiatives, leadership development programs and improving team member performance engagement.
Retention, Onboarding & Engagement
- Gain knowledge of turnover trends within locations and partner with the Region/Area/Local Operations leadership to improve early-stage retention.
- Support consistent and impactful onboarding experiences; collaborate with local team on 30/60/90-day new hire check-ins and provide feedback to improve processes.
- Support and reinforce culture and recognition programs in the field.
- Employee Relations & Escalation
- Serve as a frontline resource for employee concerns, workplace issues, and coaching needs.
- Conduct low to moderate-risk employee relations investigations and escalate complex matters to Legal as needed. Partner with Legal on more complex investigation surrounding discipline and termination.
- Maintain fair, compliant, and consistent approaches to issue resolution.
Field Accessibility and Responsiveness
- Maintain visibility including virtual physical presence across assigned region. (Site visits, occasional on-site event support)
- Be highly responsive to urgent field needs, especially around staffing, team changes, or employee concerns.
- Serve as an empathetic and trusted point of contact for both managers and employees.
People Data & Insights
- Get to know the data of the region/area/locations. Use HR metrics, exit data, turnover data, eNPS/NPS scoring, and engagement feedback to identify field opportunities and propose solutions.
- Monitor field trends to surface risks and recommend actions to HR leadership (e.g. hiring challenges, team structure concerns, problematic team strategies, turnover factors, benefits concerns, etc.)
Operational Partnership & Compliance Support
- Partner with cross-functional teams to ensure seamless execution of talent, safety, and wellness initiatives.
- Support operations initiatives across assigned region.
Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time.
EDUCATION AND QUALIFICATIONS
- Bachelor’s degree in human resources, Business, or related field or relevant related experience.
- 5+ years of progressive HR experience, including field-based or distributed workforce environments
- Experience supporting hourly operations, frontline management, and multi-site leadership
- Demonstrated ability to coach leaders and influence business outcomes
- Knowledge of employment laws, compliance standards, and HR best practices
- Ability to travel regionally as needed. Approximately 10%. Occasional travel on short notice is required.
- Strong interpersonal, communication, and problem-solving skills
Preferred Qualifications:
- Familiar with state and federal employment laws including but not limited to; FMLA, ADA, FLSA, NLRB, Title VII, etc.
- Experienced in providing guidance and counsel to executive leaders
- PHR/SPHR certification or advanced degree in Human Resources or relevant field is valuable
- HRBP experience in the aviation industry