HR Business Partner III - Dulles, VA | Airbus Job

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Job Description:

What does your next challenge look like?

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.

WHAT’S IN IT FOR YOU 

Here is a selection of some of the benefits we offer our employees. Local benefits may vary.

• Competitive Remuneration
• Work / Life Balance: Hybrid Working, flex-time, maternity/paternity leave
• Personal Development: Personalized development plans, large portfolio of learning solutions & lots of internal mobility opportunities
• Health & Wellbeing: Health insurance, well-being programs

HOW YOU WILL CONTRIBUTE TO THE TEAM

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 assigned 5%

ABOUT YOU

• Bachelor’s degree in a relevant field or combination of education and appropriate work experience.
• 9 years of progressive HR experience as an HRBP.
• 4 years of experience working in a multi-functional international environment.
• 4 years of experience in Aerospace preferred.
• PHR, SPHR, SHRM- CP or SHRM- SCP certifications.
  
  

Physical Requirements: 

• Onsite 60%, remote 40%. Onsite physical presence on a weekly basis required.
• Vision: able to see and read computer screen and other electronic equipment with screens, able to read documents, reports and engineering drawings. Daily
• Hearing: able to hear to participate in conversations in person and via teleconference or phone and to hear sounds on production floor including safety warnings or alarms. Daily
• Speaking:  able to speak in conversations and meetings, deliver information and participate in communications. Daily
• Equipment Operation (personal computer, telephone, copies, fax machine, and related office equipment and using electronic identification card to enter building floors and internal doors): able to operate most office and personal electronic equipment and some tools including production tools such as hydraulic lifts. Daily
• Carrying: able to carry documents, tools, drawings, electronic equipment up to 30lbs/14kgs. N/A
• Lifting:  able to lift documents, tools, drawings, electronic equipment up to 30lbs/14kgs N/A
• Pushing / Pulling:  able to push and pull small office furniture and some equipment and tools. N/A
• Sitting:  able to sit for long periods of time in meetings, working on computer. Daily
• Squatting / Kneeling:  able to squat or kneel to retrieve or replace items stored on low shelving.
• Standing: able to stand for discussions in offices or on production floor. Daily
• Travel:  able to travel independently and at short notice.
• Walking (include routine walking such as to a shared printer to retrieve documents):  able to walk through office and production areas including uneven surfaces. Daily
• Personal Protective Equipment required:  Required PPE includes, but is not limited to, Safety Shoes, Safety Glasses, Hearing Protection, Respirators/Masks, and/or Protective Gloves as required by site and/or customer site. Daily
• Administrative position only PPE required: Steel-toed shoes are required for all shop floor visit, appropriate hearing/eye protection may also be required when visiting the shop floor. Daily

Salary range:

Salary range based on the required profile: $110000 - $125000/year.  Actual minimum and maximum may vary based on geographic differential. Individual pay is based on skills, experience, and other relevant factors. This position offers the following benefits:  Medical insurance, Dental insurance, Vision insurance, Prescription insurance, Employee Assistance Program, Flexible Spending Accounts, Health Savings Accounts, Basic & Voluntary Life and Accidental Death & Dismemberment insurance, Short and Long-term Disability insurance, 401(k), Paid time off including paid holidays, Tuition Assistance, Bonus(es) subject to performance criteria.  These are our current benefit offerings for the current plan year and are subject to change without notice..

Satair provides equal opportunities to all individuals seeking assignment with Satair  without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. In addition to federal law requirements, Satair complies with applicable state and local laws governing nondiscrimination in every location in which the company has facilities.   Satair expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status.  This assignment description does not constitute a written or implied contract of employment.

By submitting your CV or application you are consenting to Satair using and storing information about you for monitoring purposes relating to your application or future employment. This information will only be used by Satair.
Satair is committed to achieving workforce diversity and creating an inclusive working environment. We welcome all applications irrespective of social and cultural background, age, gender, disability, sexual orientation or religious belief.

Satair is, and always has been, committed to equal opportunities for all. As such, we will never ask for any type of monetary exchange in the frame of a recruitment process. Any impersonation of Satair to do so should be reported to [email protected].

Come on board and join us at Satair, an Airbus Services Company.

VAS Aero Services is a subsidiary of Satair, an Airbus Services company

 

If you want to know more about our business, have a closer look at our website www.SATAIR.com or check out our SATAIR Youtube Channel atwww.youtube.com/sataircompany !

A full job description will be provided to candidates who progress to the interview stage or any candidate upon request.

This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company’s success, reputation and sustainable growth.

Company:

Satair USA, Inc.

Employment Type:

US - Direct Hire

Experience Level:

Professional

Remote Type:

Flexible

Job Family:

HR Business Partnership

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Airbus provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. In addition to federal law requirements, Airbus complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, demotion, termination, layoff, recall, transfer, leaves of absence, compensation, benefits and training. Airbus expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. As a matter of policy, Airbus does not sponsor visas for US positions unless specified. Only applicants with current work authorization will be considered. Airbus does not offer tenured or guaranteed employment. Employment with Airbus is at will, meaning either the company or the employee can terminate the employment relationship at any time, with or without cause, with or without notice. Airbus reserves the right to revise or change job duties and responsibilities as the need arises. This position description does not constitute a written or implied contract of employment.

By submitting your CV or application you are consenting to Airbus using and storing information about you for monitoring purposes relating to your application or future employment. This information will only be used by Airbus.
Airbus is committed to achieving workforce diversity and creating an inclusive working environment. We welcome all applications irrespective of social and cultural background, age, gender, disability, sexual orientation or religious belief.

Airbus is, and always has been, committed to equal opportunities for all. As such, we will never ask for any type of monetary exchange in the frame of a recruitment process. Any impersonation of Airbus to do so should be reported to [email protected].