Director, Operations HR Business Partner

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    "ExternalDescriptionStr": "<p>The Director, HR Business Partner is a senior HR leader accountable for translating the business vision (safety, financial performance, guest experience, labor and cost productivity, and more) into a clear people strategy and executable roadmap. This role owns the talent agenda, culture enablement, and change leadership for the region(s). This leader leverages data to diagnose performance, orchestrating cross-HR COE and FSC department solutions, and coaches our leaders to build high-performing, future-ready teams. This role focuses on proactive, strategic partnership, and enterprise outcomes while ensuring routine and transaction HR request are routed elsewhere within HR.</p>",
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    "PrimaryLocationCountry": "US",
    "CorporateDescriptionStr": "<blockquote style=\"margin: 0 0 0 40px; border: none; padding: 0px;\">\n <p class=\"MsoNormal\">With more than 225 locations worldwide, Signature Aviation is the largest global network of private aviation terminals, delivering safe, convenient, and elevated experiences to those we serve. As a premier hospitality organization and a certified Great Place to Work™, we are committed to redefining private air travel. Our nearly 6,000-strong team of aviation experts and enthusiasts is dedicated to delivering excellence to our guests and communities, and it starts with taking care of our team. Signature provides a variety of benefits, programs, and resources to support our team members’ overall well-being and professional development. We proudly volunteer and give back, focusing on elevating the neighborhoods where we operate, empowering the next generation of aviation professionals, and supporting our veterans.&nbsp;</p>\n</blockquote>\n<p class=\"MsoNormal\" style=\"margin-left: 16.5pt;\">From your health to your financial wellness, there are several benefits for you and your family when joining Signature Aviation.</p>\n<p class=\"MsoNormal\"><b>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Our Benefits:</b></p>\n<p class=\"MsoNormal\"></p>\n<ul>\n <li>Medical/prescription drug, dental, and vision Insurance</li>\n <li>Health Savings Account</li>\n <li>Flexible Spending Accounts</li>\n <li>Life Insurance</li>\n <li>Disability Insurance</li>\n <li>401(k)</li>\n <li>Critical Illness, Hospital Indemnity and Accident Insurance</li>\n <li>Identity Theft and Legal Services</li>\n <li>Paid time off</li>\n <li>Paid Maternity Leave</li>\n <li>Tuition reimbursement&nbsp;</li>\n <li>Training and Development</li>\n <li>Employee Assistance Program (EAP) &amp; Perks</li>\n</ul>\n<div>\n <br/>\n</div>\n<div>\n Qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, or other protected characteristics.\n</div>\n<p></p><b></b>",
    "ExternalPostedStartDate": "2026-06-19T19:25:17+00:00",
    "ExternalQualificationsStr": "<p>Minimum Education and/or Experience:<br>•&nbsp;&nbsp;&nbsp;&nbsp;10+ years progressive HR experience with substantial time in a business-facing role; 5+ years leading HRBPs/Generalists in multi-site operations.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Bachelor’s degree required.&nbsp;<br>•&nbsp;&nbsp;&nbsp;&nbsp;Advanced knowledge of federal/state employment law; strong business and financial acumen.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Experience in organization design, talent management, change management, and labor relations.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Excellent communication, consulting, and client management skills.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Ability to travel frequently within the region; overnight stays as needed.</p><p>Additional knowledge and skills:<br>•&nbsp;&nbsp;&nbsp;&nbsp;Master’s or SPHR/SHRM-SCP preferred<br>•&nbsp;&nbsp;&nbsp;&nbsp;Service-intensive industries (hospitality, aviation, luxury services) strongly preferred.</p>",
    "InternalQualificationsStr": "<p>Minimum Education and/or Experience:<br>•&nbsp;&nbsp;&nbsp;&nbsp;10+ years progressive HR experience with substantial time in a business-facing role; 5+ years leading HRBPs/Generalists in multi-site operations.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Bachelor’s degree required.&nbsp;<br>•&nbsp;&nbsp;&nbsp;&nbsp;Advanced knowledge of federal/state employment law; strong business and financial acumen.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Experience in organization design, talent management, change management, and labor relations.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Excellent communication, consulting, and client management skills.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Ability to travel frequently within the region; overnight stays as needed.</p><p>Additional knowledge and skills:<br>•&nbsp;&nbsp;&nbsp;&nbsp;Master’s or SPHR/SHRM-SCP preferred<br>•&nbsp;&nbsp;&nbsp;&nbsp;Service-intensive industries (hospitality, aviation, luxury services) strongly preferred.</p>",
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    "ExternalResponsibilitiesStr": "<p>•&nbsp;&nbsp;&nbsp;&nbsp;Leads a team of HR Business Partners to ensure HR strategies are consistently implemented across the network.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Own the People Team relationship with our operations leaders (RVP, AD, GM); articulating HR’s value through measurable business outcomes (e.g., retention, internal fill rate, time-to-fill, succession plan readiness, talent and performance, etc.).<br>•&nbsp;&nbsp;&nbsp;&nbsp;Convert company and regional business priorities into a 12–24 month people plan with clear KPIs, milestones, and ROI.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Coach senior leaders to elevate enterprise leadership behaviors; build managers’ capability to lead change, give/receive feedback, and manage performance.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Establishes direction and priorities for the regional HR team and direct reports, while identifying capabilities and competencies to develop top HR talent in their region.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Partners with other HRBP leaders (e.g., EMEA, LACAR, FSC) to ensure an enterprise mindset as we support the company’s global people strategy.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Leverage cross-COE solutions (Comp/Benefits, TA, Talent Management, Learning, Leadership Development, Communications) to solve complex challenges, and proactively engage with COEs when process or work product refinement is needed. &nbsp;<br>•&nbsp;&nbsp;&nbsp;&nbsp;Champion and take accountability for the full talent lifecycle, from talent attraction, selection, onboarding, performance enablement, development, movement.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Drive rigorous talent reviews and succession planning; increase bench strength in ‘ready-enough’ and ‘ready in 12 months’.&nbsp;<br>•&nbsp;&nbsp;&nbsp;&nbsp;Partner with workforce optimizations (WFO) to help model scenarios (cost vs efficiency trade-offs) while keeping safety and guest experience at the forefront.&nbsp;<br>•&nbsp;&nbsp;&nbsp;&nbsp;Diagnose org effectiveness (spans/layers, role clarity, decision rights, skills) and lead redesigns that improve speed, quality, and accountability.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Plan and lead regional components of transformations (e.g., systems, operating model, M&amp;A integration); define impacts, readiness, and adoption metrics.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Use data to proactively spot risks/opportunities (attrition, vacancy rate, safety, employee relations).<br>•&nbsp;&nbsp;&nbsp;&nbsp;Meet and exceed new HRBP KPIs and review monthly with operations leaders, adjusting actions to increase performance.&nbsp;<br>•&nbsp;&nbsp;&nbsp;&nbsp;Partner with TA to forecast needs and accelerate time-to-fill for critical roles.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Serve as escalation point for complex union and/or employee relations matters to the Director, Labor and Employee relations.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Manage an HR budget in accordance with company spend/savings objectives and ensure fiscal responsibility within their team<br>&nbsp;</p>",
    "InternalResponsibilitiesStr": "<p>•&nbsp;&nbsp;&nbsp;&nbsp;Leads a team of HR Business Partners to ensure HR strategies are consistently implemented across the network.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Own the People Team relationship with our operations leaders (RVP, AD, GM); articulating HR’s value through measurable business outcomes (e.g., retention, internal fill rate, time-to-fill, succession plan readiness, talent and performance, etc.).<br>•&nbsp;&nbsp;&nbsp;&nbsp;Convert company and regional business priorities into a 12–24 month people plan with clear KPIs, milestones, and ROI.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Coach senior leaders to elevate enterprise leadership behaviors; build managers’ capability to lead change, give/receive feedback, and manage performance.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Establishes direction and priorities for the regional HR team and direct reports, while identifying capabilities and competencies to develop top HR talent in their region.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Partners with other HRBP leaders (e.g., EMEA, LACAR, FSC) to ensure an enterprise mindset as we support the company’s global people strategy.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Leverage cross-COE solutions (Comp/Benefits, TA, Talent Management, Learning, Leadership Development, Communications) to solve complex challenges, and proactively engage with COEs when process or work product refinement is needed. &nbsp;<br>•&nbsp;&nbsp;&nbsp;&nbsp;Champion and take accountability for the full talent lifecycle, from talent attraction, selection, onboarding, performance enablement, development, movement.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Drive rigorous talent reviews and succession planning; increase bench strength in ‘ready-enough’ and ‘ready in 12 months’.&nbsp;<br>•&nbsp;&nbsp;&nbsp;&nbsp;Partner with workforce optimizations (WFO) to help model scenarios (cost vs efficiency trade-offs) while keeping safety and guest experience at the forefront.&nbsp;<br>•&nbsp;&nbsp;&nbsp;&nbsp;Diagnose org effectiveness (spans/layers, role clarity, decision rights, skills) and lead redesigns that improve speed, quality, and accountability.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Plan and lead regional components of transformations (e.g., systems, operating model, M&amp;A integration); define impacts, readiness, and adoption metrics.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Use data to proactively spot risks/opportunities (attrition, vacancy rate, safety, employee relations).<br>•&nbsp;&nbsp;&nbsp;&nbsp;Meet and exceed new HRBP KPIs and review monthly with operations leaders, adjusting actions to increase performance.&nbsp;<br>•&nbsp;&nbsp;&nbsp;&nbsp;Partner with TA to forecast needs and accelerate time-to-fill for critical roles.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Serve as escalation point for complex union and/or employee relations matters to the Director, Labor and Employee relations.<br>•&nbsp;&nbsp;&nbsp;&nbsp;Manage an HR budget in accordance with company spend/savings objectives and ensure fiscal responsibility within their team<br>&nbsp;</p>",
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