HR Business Partner - Region 1

Opportunity, growth, and meaningful rewards! We offer: 

• Health, dental and vision insurance
• Generous paid time off (vacation, flex or sick)
• *401(k) retirement plan
• *Company paid life insurance
• *Tuition reimbursement
• Employee discounts across all company brands
• Employee assistance program
• Training and exciting career growth opportunities
• Referral program – refer a friend and earn a bonus

*Benefits may vary by position so ask your recruiter for details.

Advertised Compensation: $100,900 to $122,285 

Purpose: The Regional People and Culture Business Partner (PCBP or HRBP) is responsible for executing full-cycle HR policies and programs, helping to onboard new team members, conduct trainings, and (on an as-needed basis, serve as the temporary on-airport location People and Culture Business Partner.

Essential Functions:

• Establishes and nurtures a visible and positive HR presence in any market that requires additional HR assistance; in airports with a vacancy in the HR department, serves as the temporary PCBP for the day-to-day operations on property
• Travels to new airport retail and restaurants transitioning into the company portfolio to onboard new team members, conduct training, and roll out company policies on property; creates an atmosphere of being the employer of choice while at the airport by ensuring new team members are welcomed and supported during transition
• Provides recommendations and overview of any issues on property when assisting branches to Senior Director of People and Culture Operations
• Maintains in-depth knowledge of HR best practices, federal/state/local regulations, and company HR policies and procedures; ensures they are fully considered before decisions are made to minimize risk and exposure to the organization
• Supports hiring managers with recruiting; assists with identifying candidates for open roles while adhering to the company’s hiring processes
• Manages and resolves employee relations; conducts confidential HR investigations
• Advises leadership on compliance, engagement, retention, training, and disciplinary issues as they arise; communicates trends, strengths, weaknesses, and improvement opportunities for locations they support
• Support & coordinate all people and culture initiatives and business practices.
• Collaborates with the corporate People & Culture department to develop enhancement of practices to improve transitions and training

Reporting Relationship: The Regional People & Culture Business Partner reports to the Senior Director of People and Culture Operations

Major Interdependencies: Operations, Operational Excellence, Risk Management, and Corporate People and Culture department

Minimum Qualifications, Knowledge, Skills, and Work Environment:

• Education and Experience: The combination of education and professional experience must exceed 6 years:

  • In a leadership role: Requires 2 years of experience supervising a team of professionals engaged in executing HR programs

  • In a technical role: Requires 6-8 years of experience engaged in developing and delivering HR programs

    • A bachelor’s degree in a program related to the functional area can count for 3 of the 6-year requirement
    • An MBA or a master’s level degree in a program related to the functional area can count for an additional 2 years of 6-year requirement

  • In the industry: 3-5 years of Hospitality, F&B and/or Retail experience 3-5 years

• Specialized Training:

  • Knowledge of federal and state regulations and statutes
  • SHRM certification preferred

• Specialized Skillset/Competencies/Traits

  • Advanced knowledge across multiple HR areas including but not limited to benefits, recruiting, employee relations, and compensation
  • Requires the ability to recommend resolutions to complex problems and challenges
  • Requires proficiency with HRIS and business software/systems; expertise in preparing documents, spreadsheets and presentations
  • Business acumen and also has the mindset required to understand the long-term implications of HR planning and to advance the organizations goals
  • Demonstrated history of understanding the needs of the business, stakeholders, the employee population and individual circumstances

• Location/Travel:

  • Location: This is a remote/traveling position and can be based anywhere in the assigned Region, preferably near a major airport
  • Travel: Requires national, regional, and area travel up to 80% of the time

Screen readers cannot read the following searchable map.

Follow this link to reach our Job Search page to search for available jobs in a more accessible format.

Nearest Major Market: New York City
Nearest Secondary Market: Newark

Apply now »

• instagram