HR Business Partner III

About the role

At SATAIR, we believe in sustainable aviation that allows people to travel and connect across the globe. We are on a mission to provide world class material solutions that keep aircraft flying and extend their lifespan. In Satair, you can challenge the status quo, pioneer new ways of working, and generate real value for airlines and suppliers worldwide. Being part of the Airbus family gives us the opportunity to live a global mindset, working in international and diverse teams and collaborating across functions, sites and cultures. If you want to work as one team embracing a can-do attitude in a demanding environment, then we offer a great place to explore, learn, and grow, making an impact on aviation’s digital and sustainable transformation. In this context we are looking for a HR Business Partner III to join our team in Dulles, VA. The HRBP III works as a strategic partner responsible for translating complex business initiatives into innovative people solutions and strategically aligning People objectives with organization objectives across designated business units. HRBP III is highly influential providing expert counsel to leadership on both tactical and strategic HR matters. Operating with exceptional autonomy, the HRBP III is responsible for delivering high quality, customer-focused service, supporting all levels of employees by developing, implementing, administering and maintaining HR projects, programs, processes and policies, as well as driving employee engagement. HRBP III will work with individuals and teams, both nationally and internationally to deliver projects on behalf of Satair teams.

Responsibilities

• Developing and Leading HR Strategic Planning: 25% – Develop strong, advisory partnerships with key leaders, positioning HR to strategically influence and contribute to the organization's most critical strategic determinations. Proactively identify and influence people-related needs, ensuring human capital strategies are seamlessly aligned with and drive core business outcomes. Provide optimal balance of support and advocacy to business and employees. Identify potential risk areas/future issues and deescalates conflict whenever possible. Actively engages and suggests improvements to initiatives that help promote a positive corporate culture. Explain HR policies, processes and push for standard solutions, while taking into consideration specific needs. Provide optimal balance of support and advocacy to business and employees. Drive complex organization initiatives. Comprehensive and deep understanding of all HR functions (talent acquisition, compensation, benefits, employee relations, organizational development, etc.) and leverage this expertise to provide strategic guidance and solutions for the entire organization or very large, complex business units. Prepares special reports by collecting, analyzing, and summarizing information and trends relating to the HR needs for