Description Minimum qualifications: - 3+ years of HR Business Partner or relevant experience
- Up to 15% domestic travel as needed
- Demonstrated experience in analyzing complex employee relations issues, identifying root causes, and developing data-driven solutions that align with business objectives
- Proven ability to translate business strategy into HR initiatives and workforce plans that drive organizational success and long-term growth
- Proficiency in building trusted partnerships with senior leaders and stakeholders to gain buy-in for HR programs, policy changes, and talent strategies
- Strong capability to manage multiple priorities, projects, and deadlines simultaneously while maintaining attention to detail and quality of work
- In-depth knowledge of HR functional areas including talent acquisition, performance management, employee relations, compensation, benefits, and compliance with employment laws and regulations
- Exceptional communication, business writing, and editing skills
- Reliable attendance; supports 24/7 operations with off-hours availability
- Must be legally authorized to work in the United States for any employer without sponsorship
- Successful completion of interview required to meet job qualification
- Reliable, punctual attendance is an essential function of the position
Preferred Qualifications: - HR certification
- Airline or aviation industry experience
- Experience with union-represented employees and/or Labor Relations
- Demonstrates an understanding of the capabilities and limitations of generative AI tools and effectively leverages them to support research, analysis, content creation, and problem-solving. Apply critical thinking to validate AI-generated outputs while adhering to organizational policies for responsible AI use, data privacy, and security.
Qualifications About the job: The HR Business Partner will strategically partner with DEN Airport Operations to drive organizational performance through people analytics, workforce planning, and HR initiatives that enhance operational performance and employee experience. This individual will proactively guide leaders through complex organizational changes and implement long-term HR strategies.
Core accountabilities / key responsibilities: HR Strategy and Governance- Recommends sound inputs to the definition of the HR strategy, analyses HR data and provides a deep understanding of the business to drive and deliver organizational change initiatives
Business Partnership and Support- Delivers HR advisory support to leaders to facilitate resolution of complex queries and ensures that diversity and inclusion are a foundation of the business HR plans (values driven thought partnership)
- Supports escalated challenges relating to represented population and line managers (large volume of HR policy and procedure implementation) when providing support to Operational/ Frontline teams
Talent Management- Guides talent, performance and compensation management processes to enable people to build the capabilities our business values and monitor their impact on organizational effectiveness
- Directly communicate with senior leaders (Officers) regarding long-term talent activities (workforce planning) when providing support to Corporate/ Functional teams
Performance and Employee Relations/Engagement- Monitors complex employee relations issues and provides context and oversight for management of formal ER cases, manages sensitive or senior cases where appropriate
Organization Development and Change Management- Shapes and delivers design, implementation and monitoring activities for a variety of human resource programs in support of broad business objectives; interprets/guides employees and leaders on HR policies and procedures and is familiar with Federal and State laws
