Human Resources Business Partner, Temporary 6-Month Assignment

PS is a luxury hospitality company that builds and operates private terminals for commercial flights. Currently operating at Los Angeles International Airport and Hartsfield-Jackson Atlanta International Airport, PS has expanded to Dallas Fort Worth and Miami International Airports in the summer of 2026. PS offers an unparalleled private flight experience for commercial travel, providing ease, privacy, and security. With exclusive access and partnerships with TSA and Customs and Border Protection, guests move seamlessly through arrivals and departures. A dedicated team of Agents ensures a smooth pre- or post-flight experience, including private TSA screening, dedicated customs and immigration services, and airfield escorts. Guests enjoy private suites, chef-prepared food, spa services, and more, all coordinated by our Control Room for efficiency, safety, and privacy.

About the role

As a Human Resources Business Partner for a temporary 6-month assignment at PS LAX, you will provide dedicated HR support during the first-year implementation period following our CBA ratification. This project-based role focuses on CBA administration, including grievance response coordination, information-request tracking, document production, discipline-compliance review, and union-access management. The role ensures consistent implementation of new obligations, reduces compliance risk, and provides timely HR guidance to managers during a high-volume transition period. The initial term is six months, with the option to extend or convert based on business needs. This role reports to the HR Manager, Field Operations, and collaborates closely with leadership, operations managers, legal counsel, and union representatives.

Responsibilities

• Support LAX leaders and managers with HR guidance tied to CBA implementation, labor relations, employee relations, and policy compliance.
• Coordinate grievance response preparation, including intake tracking, deadline monitoring, supporting documentation, and alignment with internal stakeholders.
• Track union information requests, coordinate timely document production, and maintain organized records of responses and supporting materials.
• Review corrective action and discipline documentation for compliance with applicable CBA requirements, company policy, and consistent management practice.
• Manage union-access requests and onsite coordination in partnership with LAX leadership, security, operations, and legal counsel.
• Analyze CBA implementation trends, recurring manager questions, grievance themes, and compliance risks to help the HR Manager develop practical solutions and consistent practices.
• Provide day-to-day performance management and employee relations guidance to managers, emphasizing discipline process, documentation standards, and CBA-aligned decision-making.
• Consult and support managers on employee relations matters, labor relations obligations, and applicable company policies.
• Support employee relations matters connected to CBA administration, including fact-gathering, documentation review, investigation coordination, and alignment with just-cause standards.
• Maintain working knowledge of legal, regulatory, and CBA requirements impacting workforce management, discipline, scheduling, and manager decision-making.
• Provide managers and employees with information related to CBA-covered processes, policy application, employee questions, and available HR resources.
• Offer HR policy guidance and interpretation through the lens of the CBA, established practices, and consistent application across LAX operations.
• Guide workforce management issues impacted by the CBA, including staffing practices, schedule-related questions, attendance expectations, and documentation standards.
• Identify manager training needs related to CBA compliance.
• Partner with the HR team, LAX leadership, legal counsel, and cross-functional partners to support onsite CBA implementation needs and build consistent labor-relations practices.
• Collaborate with Talent Acquisition and operations leaders on workforce planning considerations impacted by CBA obligations, role requirements, staffing needs, and compliance expectations.

Requirements

• Bachelor’s degree required, preferably in HR, business, or a related field.
• Minimum of 5-7 years of experience in a Human Resources Generalist, HR Business Partner, labor relations, or employee relations role.
• Experience supporting collective bargaining agreement administration, grievance coordination, information requests, documentation review, and labor relations compliance strongly preferred.
• Advanced knowledge of multiple human resource disciplines, including organizational diagnosis, employee relations, diversity, performance management, and federal and state employment laws.
• Preference for prior HR experience in hospitality, luxury service, aviation, unionized operations, or other high-service, high-compliance environments.
• Ability to effectively coach, develop, and lead people.
• Proven ability to manage multiple priorities in a fast-paced environment while delivering high-quality results.
• Ability to influence and interact with all levels of management and associates while maintaining collaborative partnerships.
• Ability to evaluate, analyze, and resolve complex problems.
• SHRM Certified Professional or SHRM Senior Certified Professional credential preferred.

Schedule

This is a temporary, six-month assignment created to support CBA implementation at PS LAX. The CBA was ratified in April 2026, and the first-year implementation period requires dedicated HR support for manager guidance and timely response management. PS may extend or convert the role if business needs justify continued support.

Pay

This is a temporary, salaried exempt position with an annualized base salary range of $105,000-$110,000. Based on the initial six-month assignment, the anticipated base compensation is approximately $52,500-$55,000, subject to actual dates of employment.

Benefits

Benefits eligibility will be determined based on employment classification, scheduled hours, assignment term, and applicable plan documents. Eligible temporary employees may have access to certain company-sponsored benefits, subject to applicable eligibility requirements.