Human Resource Business Partner at Jambojet

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.