HR Business Partner III

Job description

Airbus is committed to providing reasonable accommodations as an Equal Opportunity Employer to applicants with disabilities. If you require assistance or an accommodation to complete your application, please contact us at USCareers@airbus.com Notice: Know Your Rights: Workplace Discrimination is Illegal Notice: Pay Transparency Nondiscrimination (English) Aviso: Transparencia en el Pago No Discriminación (Spanish) Job Description: Airbus Commercial is looking for a HR Business Partner III to join our team based in Mobile, Alabama. 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 HRBPIII 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 Airbus teams. Meet the Team: Working in our Human Resources department, it’s our mission to help support Airbus’ greatest assets: our team members. Our team works cross-departmentally as well as with our global counterparts to ensure we are making a positive impact on all aspects of our employee experience. Your Working Environment: The Engineering Center in Mobile, Alabama houses hundreds of Airbus engineers who assist in the design and development of Airbus commercial aircraft cabins, including aftermarket upgrades, reconfigurations and services of all product types across the globe. Your Challenges: 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 the business segment, examines existing processes and suggests improvements. Focus on foresight and strategic planning based on data analytics. Employee Relations: 25% Champion and demonstrate a high level of personal integrity and ethics. Actively engage and listen to employees, responding appropriately and in a timely manner. Deploy advanced employee listening strategies, such as facilitation of focus groups, the analysis of exit interview data, and the administration of engagement surveys. Compile findings to identify drivers of engagement and productivity, in order to develop and implement actions. Proactive risk management by identifying complex employee relations risk across organizations related to cultural concerns that could impact the business. Conduct root cause analysis and develop preventative strategies. Support the development and implementation of advanced employee relations policies and programs that enable a productive workplace, ensure consistency and compliance across business units. Provide guidance and strategic direction on sensitive high profile ER cases while not always directly conducting investigations. Lead intricate HR investigations, developing comprehensive reports that detail findings and propose strategic outcomes or actionable next steps. Provide advanced coaching to leaders on complex employee relations matters, empowering them to efficiently manage their teams and navigate difficult conversations. Analyze sensitive ER data to identify patterns in ER and inform strategic decisions to support identification of future challenges. Collaborate in cross functional audits or investigations to support a unified approach to employee relations. Expected to navigate highly ambiguous and sensitive situations with exceptional judgment. Act as a trusted advisor and sounding board for employees. Recruitment and Talent Management: 25% .Lead strategic workforce activities with leadership to forecast future talent demands and skills needed, helping to build comprehensive plans to build, buy or borrow talent. Lead meaningful career coaching, including following through with professional development goals. Proactively build an internal talent pipeline through succession planning at all levels and across the business areas. Conducts regular follow-up with management to determine the effectiveness of recruiting plans and implementation, developing new strategies as needed for difficult to fill positions. Collaborates with and supports the centralized recruiting team in delivery of strategic staffing solutions in support of recruiting goals. Partners with management, to include face to face meetings, to efficiently and effectively fill open positions including screens applicants and/or conducting pre-screening interviews for position requirements. Facilitate the integration of new employees; Contribute to a smooth onboarding experience for new team members. Guide managers in effective performance management practices, including identifying opportunities for development. Contribute to the design of professional development plans and training programs that support organizational goals. Enhance performance management through coaching managers, identifying development opportunities, defining training needs, crafting career development plans, and aligning learning initiatives with strategic business goals. Driving talent management initiatives, including leadership development, succession planning, and high-potential programs. Translate complex business challenges into clear briefs for COE partners to accelerate the delivery of relevant HR solutions. Facilitate knowledge transfer between the business and COEs to ensure HR products are both culturally aligned and technically sound. Change Management Region Wide projects, programs and processes: 20% Influence, lead, and advise on major organizational transformation; acting as a bridge between business leaders and employees ensuring the People Strategy is injected into the change. Assess change readiness by analyzing the organization's capacity for change, identifying potential risk; using data and metrics to support recommendations. Create and deliver effective communication strategies for change, ensuring employees understand the change and feel supported. Manage resistance to change by providing coaching to managers on how to lead teams and address employees' concerns. Reinforcing the change by monitoring feedback and impact of employee engagement, using surveys and other means of feedback. Identify and manage stakeholders: Engage with individuals and groups who will be impacted by the change, understanding their needs and concerns. Build change readiness: Helping individuals and teams prepare for and embrace the change. Other duties as