Human Resources Business Partner

SUMMARY: The HR Business Partner is responsible for providing Human Resources support to the Aviation division partnering with all levels of leaders to support the building and scaling of a high-performance culture. This role will specialize in managing a diverse and complex workforce. The HR Business Partner will act as the main point of contact for business leaders in all operational HR matters and provide guidance on performance management, training and development, along with employee relations, new hire onboarding, terminations, and layoffs.

Duties & Responsibilities

• Implement programs to support engagement, growth, and retention of the Aviation team members
• Support the annual performance review process, talent review, and compensation planning
• Partner with areas of HR expertise for support with creating and operationalizing strategic initiatives to support business unit goals
• Provide coaching and development to leaders that coincides with VSE’s culture
• Partner with leadership team to manage employee relations activities
• Maintain compliance with federal, state, and local employment laws and regulations and recommend best practices to ensure compliance
• Provide support with internal communications and work with appropriate stakeholders on relevant internal communication efforts
• Analyze metrics and trends and partners with Compensation and Benefits to ensure the organization attracts and retains top talent. Uses data to make recommendations related to various markets related to internal equity and job analysis
• Provide support in implementing key HR initiatives to address organizational issues.
• Assist in the designing and delivery of targeted solutions, including strategic planning, visioning, change management, and team building.
• Participate in developing HR’s strategic direction relevant to the organization’s goals and objectives.
• Partner with local Leadership team on succession planning, skills assessment, and development
• Review and analyze business metrics to include data on retention and employee experience to recommend systemic improvements
• Partner with talent acquisition to build a sustainable pipeline of talent for current and potential contract wins
• Lead, mentor and provide guidance to HR team members
• Other duties as assigned