Senior HR Business Partner

FlightSafety International is the world’s premier professional aviation training company and supplier of flight simulators, visual systems, and displays to commercial, government, and military organizations. The company provides training for pilots, technicians, and other aviation professionals from 167 countries and independent territories. FlightSafety operates the world’s largest fleet of advanced full-flight simulators and award-winning maintenance training at Learning Centers and training locations in the United States, Canada, France, and the United Kingdom.

About the Role

The Senior Human Resources Business Partner provides consultative business partnership to senior leaders of a specific FSI business function or region (multi-location) to develop and execute HR strategies that foster organization effectiveness and the acquisition and retention of top talent. The Senior HRBP also leads a team of HR Business Partners. This position is responsible for developing, influencing, training, and executing strategic HR initiatives for the business and must confidently guide and advise their business groups, partnering closely with the various HR Centers of Excellence to ensure enterprise alignment while balancing local business and compliance requirements.

Responsibilities

• Recruits, hires, develops, and manages a team of HR professionals, providing regular coaching and guidance to support career development; manages performance through consistent and timely feedback to foster an enjoyable, professional working environment aligned with company culture and vision.
• Leads the team by focusing on consistency of an aligned HR strategy, partnership, processes, procedures, and best practices.
• Provides consultative HR business support to assigned senior business leaders by partnering with the various Centers of Excellence to consistently execute HR initiatives and continuously improve the organization.
• Coaches business leaders and associates to support a culture of collaboration, accountability, and change management through productive dialogue.
• Partners with leaders to develop talent strategies for their teams and individuals; supports enterprise Succession Planning objectives by facilitating comprehensive, team-based talent reviews focused on technical skills and behavioral competencies to identify top talent, talent gaps, critical roles, and individual development plans.
• Supports growth and career development for associates within and across teams in partnership with leaders and the Learning and Development COE to identify gaps and deliver solutions; provides coaching to leaders on techniques and strategies to develop their direct reports.
• Partners with Recruiting to attract top talent to fill roles supporting current and future business needs and develop a talent pipeline for critical roles; collaborates with leaders to determine when new position needs arise and the recruiting strategy for vacancies.
• Develops comprehensive onboarding plans with business leaders and managers to ensure new associates assimilate into their roles and the company.
• Interprets, communicates, and executes policy and documentation requirements to ensure business and local compliance.
• Utilizes HR reporting and dashboards to analyze metrics and identify strategies for continuous improvement within their business function or region.
• Customizes and delivers training programs on HR, company vision, mission, culture, and processes/policies based on assigned business function or region.
• Leads ad hoc projects while serving as a conduit between local and/or functional areas and corporate COEs.

Requirements

• University Degree, or similar level of education, preferred.
• PHR/SPHR accreditation or similar HR professional qualification.
• 7+ years’ experience in progressive HR positions with experience leading and growing direct reports.
• Bachelor’s degree in Human Resources, Business, Marketing, Communications, or a related field, or a combination of education and work experience equivalent to the knowledge, skills, and capabilities.

Skills

• Strong communicator with the ability to appropriately challenge stakeholders to positively impact decisions and solutions.
• Strong experience counseling, influencing, and advising business leaders/executives in decision-making.
• Autonomous leader with the ability to own senior business relationships and manage through ambiguity and change.
• Thorough knowledge of HR standards, principles, and best practices.
• Experience managing teams and supporting businesses across multiple sites/locations.
• Demonstrated experience providing consultative HR leadership in a professional, dynamic environment.
• Focus on continuous improvement.
• Collaborative, team-oriented leader.
• Ability to meet deadlines and handle multiple tasks and projects.
• Ability to travel to various locations at least 2 times per quarter.

Physical Demands and Work Environment

The physical demands and work environment described here are representative of those that must be met and/or encountered by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.