Location: Bradley International Airport (BDL) | Windsor Locks, CT | On-Site
Compensation: $95,000 - $105,000 + Bonus Eligible
Schedule: Full-Time | Exempt
Compensation & Benefits- $95,000 - $105,000 annual salary, based on experience
- Bonus eligibility
- Medical, Dental, and Vision Insurance
- Basic Life & AD&D Insurance
- Employee Assistance Program (EAP)
- Voluntary Benefits including Life Insurance, Accident, Critical Illness, Hospital Indemnity, and Pet Insurance
- SSP 401(k) Plan with Company Match
- Paid Time Off (PTO)
- Paid Holidays
- Paid Sick Leave
Career Growth & Internal Development- SSP America promotes from within, and this role is built as a launch point into Regional People Leader, Director, and Center of Excellence positions
- Expanding scope is built into the job itself, growing from one airport to three airports and from 12 units to about 20 units
- Direct exposure to both union and non-union environments, which broadens your labor relations skill set faster than a single-site role
- Access to company-sponsored certification support, leadership development programming, and mentorship from senior HR leaders
- Cross-functional visibility with Talent Acquisition, Total Rewards, Payroll, and Operations leadership at the Support Center
About the RoleAt SSP America, our People Leaders are business partners first. We work alongside operations leaders to build exceptional teams, strengthen leadership capability, create engaging workplace cultures, and drive measurable business performance.
This is not a transactional HR role. As the Human Resources Manager supporting our Northeastern airport operations, you will influence business decisions through people strategy, leadership coaching, workforce planning, employee and labor relations, and organizational development.
You'll partner closely with General Managers and Directors to solve complex business challenges, develop future leaders, and deliver an exceptional employee experience in a fast-paced, multi-unit environment. Success in this role requires curiosity about the business, sound judgment, and the ability to influence leaders through credibility, data, and trusted relationships.
Scope of the Role:- 12 restaurant units at Bradley International Airport (BDL) at launch, building up to 20 units across three airports
- Airports supported: BDL (Bradley International Airport), BOS (Boston Logan International Airport), and ROC (Frederick Douglass Greater Rochester International Airport)
- Approximately 250-300 team members total
- BDL and BOS are unionized environments. ROC is non-union
- Multiple restaurant concepts, including proprietary, local, and national brands
- Primarily on-site at BDL, with remote support and periodic travel to BOS and ROC
Responsibilities:Strategic Partnership- Serve as the primary Human Resources Business Partner to airport operations leadership, participating in business planning, workforce planning, staffing strategy, operational reviews, and performance discussions
- Translate operational goals into people strategies supporting staffing, engagement, retention, and leadership capability, lead change management and employee communications, and collaborate with Regional and Corporate People teams to execute enterprise priorities on the ground
- Partner with Operations leadership to understand labor costs, productivity, staffing levels, and business trends, using workforce insights to improve operational performance.
Employee & Labor Relations- Coach leaders on employee relations, performance management, attendance, and corrective action, and conduct complex workplace investigations that ensure consistent, documented application of policy across union and non-union locations
- Administer grievances, interpret and apply collective bargaining agreement terms, and manage day to day interactions with union representatives, partnering with Labor Relations on escalated matters
Talent & Leadership Development- Coach and develop General Managers and Assistant Managers on leadership behaviors, feedback, and team building, and deliver leadership development programming for frontline and mid-level managers
- Lead succession planning, talent reviews, and internal mobility initiatives.
- Partner with Talent Acquisition and hiring managers on recruiting and workforce planning, and lead onboarding, new hire orientation, and employee recognition programs
Compliance- Ensure compliance with federal, state, and local employment laws, including wage and hour requirements, and maintain airport badging, I-9, and records compliance in coordination with operations and airport authorities
- Audit HR practices across all locations, keep policies and documentation current and consistently applied, and close gaps before they become risks
- Partner with Leave Administration and Operations to support ADA accommodations, FMLA, workers' compensation, and other leave-related processes
Analytics- Track and report on turnover, retention, engagement, attendance, absenteeism, and overtime, and deliver a regular people metrics review to airport and regional leadership
- Analyze workforce trends and exit data to identify root causes, use headcount, requisition aging, and time to fill data to guide staffing decisions with operations, and build the business case for people initiatives using cost of turnover and labor cost data
- Forecast workforce needs using headcount, turnover, recruiting, and labor trends to proactively support business growth
What Success Looks Like in Year One:- You are the first call for General Managers on people decisions, and leaders bring you challenges early instead of after escalation
- General Managers view HR as a trusted business partner who helps solve operational challenges and develop leaders
- Turnover and open position aging trend down against a documented baseline
- Employee relations matters are investigated and closed within target timelines with clean documentation
- The union relationship at BDL and BOS are stable, with grievances resolved at the lowest possible step
- BOS and ROC are fully integrated into your support model with clear cadence and coverage
Qualifications and ExperienceRequired- Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience
- Minimum of 5 years of progressive Human Resources experience supporting multi-site operations, including HR Generalist, HR Manager, or HR Business Partner responsibilities.
- Demonstrated experience coaching and influencing frontline and mid-level leaders.
- Strong employee relations, workplace investigations, conflict resolution, and relationship-building skills.
- Working knowledge of federal, state, and local employment laws, with the ability to translate workforce data into actionable business recommendations.
- Demonstrated ability to influence without direct authority, build credibility, exercise sound judgment, and manage competing priorities in a fast-paced operational environment
- Ability to work primarily on-site at BDL with periodic travel to BOS and ROC.
Preferred- Experience supporting multi-unit operations within hospitality, restaurants, food service, retail, logistics, manufacturing, healthcare, distribution, or other high-volume operational environments.
- Experience supporting unionized workforces, including grievance administration and collective bargaining agreement interpretation.
- Experience partnering directly with operations leaders to drive engagement, retention, succession planning, and workforce planning initiatives.
- Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
