Role Purpose Statement:
Under the direction of the Director of People and Culture, the Human Resource Business Partner (HRBP) plays a pivotal role in aligning business objectives with employees and management in designated business units. The HRBP serves as a consultant to management on human resource- related issues, acting as an employee champion and change agent. This role assesses and anticipates HR-related needs, communicating proactively with business management, seeking to develop integrated solutions.
Key Accountabilities/Responsibilities:

Work closely with business units to integrate HR strategy with business strategy, including workforce planning and talent development.
Play a key role in supporting change management initiatives, facilitating effective communication and transition processes.
Analyse and report HR metrics and trends to help guide decision-making and HR strategies.
Lead and participate in cross-functional HR projects and initiatives.
Assess training needs and collaborate with the Learning and Development team to ensure effective talent development strategies are in place.
Promote and support diversity and inclusion initiatives within the business units.
Guide and support management in performance management processes, ensuring fair and effective evaluation and development of staff.
Work with the recruitment team to attract, hire, and onboard talent, ensuring a smooth integration into the company.
Manage employee relations issues, including resolving workplace conflicts and advising management on disciplinary actions.
Ensure compliance with legal and corporate HR policies, advising management on policy interpretation and implementation.
Design and execute employee experience initiatives that contributes to a great place to work
Develop and implement communication strategies to inform and engage employees about HR programs and initiatives
Conduct employee surveys and other feedback mechanisms to gather input and track the effectiveness of HR programs and initiatives
Planning, organizing and coordinating employee company events

Know How:

Technical Knowledge: Strong understanding of HR principles, including employment law, compensation, organizational planning, organization development, employee relations, and training.
Management Skills: Excellent skills in people management, project management, and change management.
Human Relations Skills: Exceptional interpersonal and negotiation skills, capable of building strong relationships at all levels of the organization.
Specialized Knowledge: Knowledge of the aviation industry’s HR challenges and opportunities.

Problem Solving:

Thinking Environment: Operate in a dynamic aviation industry with a diverse workforce, requiring adaptable and innovative HR solutions.
Thinking Challenge: Balancing employee advocacy with business needs, ensuring HR practices support business goals while maintaining employee engagement and satisfaction.

Accountability:

Freedom to Act: High degree of autonomy in advising and partnering with business leaders on HR matters.
Magnitude: Direct impact on the effectiveness of business units and overall organizational health.
Impact of Decisions: Decisions impact employee satisfaction, retention, productivity, and ultimately, business performance.

Qualifications:

Education: Minimum of a Bachelor's degree in Human Resources, Business Administration, or a related field from a recognized university.
Experience: Minimum of 5 years of experience in an HR generalist, management or business partner role, preferably in the aviation or related industry. Previous exposure to employee experience practices would be an added advantage.
Certifications: HR certification (e.g., SHRM-CP, SHRM-SCP, CIPD) preferred. Membership to professional bodies is preferred.