HR Business Partner - Region 3
HMSHost, Bethesda, MD, United States
HR Business Partner - Region 3
With a career at HMSHost, you really benefit! We Offer:
Health, dental and vision insurance
Generous paid time off (vacation, flex or sick)
401(k) retirement plan with company match
Company paid life insurance
Tuition reimbursement
Employee assistance program
Training and exciting career growth opportunities
Referral program refer a friend and earn a bonus
Compensation: $109,800.00 to $133,100.00
Purpose: The Regional People and Culture Business Partner (PCBP) is responsible for executing full-cycle HR policies and programs, helping to onboard new team members, conduct trainings, and (on an as-needed basis, serve as the temporary on-airport location People and Culture Business Partner.
Essential Functions:
Establishes and nurtures a visible and positive HR presence in any market that requires additional HR assistance; in airports with a vacancy in the HR department, serves as the temporary PCBP for the day-to-day operations on property
Travels to new airport retail and restaurants transitioning into the company portfolio to onboard new team members, conduct training, and roll out company policies on property; creates an atmosphere of being the employer of choice while at the airport by ensuring new team members are welcomed and supported during transition
Provides recommendations and overview of any issues on property when assisting branches to Senior Director of People and Culture Operations
Maintains in-depth knowledge of HR best practices, federal/state/local regulations, and company HR policies and procedures; ensures they are fully considered before decisions are made to minimize risk and exposure to the organization
Supports hiring managers with recruiting; assists with identifying candidates for open roles while adhering to the company's hiring processes
Manages and resolves employee relations; conducts confidential HR investigations
Advises leadership on compliance, engagement, retention, training, and disciplinary issues as they arise; communicates trends, strengths, weaknesses, and improvement opportunities for locations they support
Support & coordinate all people and culture initiatives and business practices.
Collaborates with the corporate People & Culture department to develop enhancement of practices to improve transitions and training
Reporting Relationship: The Regional People & Culture Business Partner reports to the Senior Director of People and Culture Operations
Major Interdependencies: Operations, Operational Excellence, Risk Management, and Corporate People and Culture department
Minimum Qualifications, Knowledge, Skills, and Work Environment:
Education and Experience: The combination of education and professional experience must exceed 6 years:
In a leadership role: Requires 2 years of experience supervising a team of professionals engaged in executing HR programs
In a technical role: Requires 6-8 years of experience engaged in developing and delivering HR programs
A bachelor's degree in a program related to the functional area can count for 3 of the 6-year requirement
An MBA or a master's level degree in a program related to the functional area can count for an additional 2 years of 6-year requirement
In the industry: 3-5 years of Hospitality, F&B and/or Retail experience
Specialized Training:
Knowledge of federal and state regulations and statutes
SHRM certification preferred
Specialized Skillset/Competencies/Traits:
Advanced knowledge across multiple HR areas including but not limited to benefits, recruiting, employee relations, and compensation
Requires the ability to recommend resolutions to complex problems and challenges
Requires proficiency with HRIS and business software/systems; expertise in preparing documents, spreadsheets and presentations
Business acumen and also has the mindset required to understand the long-term implications of HR planning and to advance the organizations goals
Demonstrated history of understanding the needs of the business, stakeholders, the employee population and individual circumstances
Location/Travel:
Location: This is a remote/traveling position and can be based anywhere in the assigned Region, preferably near a major airport
Travel: Requires national, regional, and area travel up to 80% of the time
Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates ("the Company"), is an equal opportunity employer. It is the Company's policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as "protected characteristics").
With a career at HMSHost, you really benefit! We Offer:
Health, dental and vision insurance
Generous paid time off (vacation, flex or sick)
401(k) retirement plan with company match
Company paid life insurance
Tuition reimbursement
Employee assistance program
Training and exciting career growth opportunities
Referral program refer a friend and earn a bonus
Compensation: $109,800.00 to $133,100.00
Purpose: The Regional People and Culture Business Partner (PCBP) is responsible for executing full-cycle HR policies and programs, helping to onboard new team members, conduct trainings, and (on an as-needed basis, serve as the temporary on-airport location People and Culture Business Partner.
Essential Functions:
Establishes and nurtures a visible and positive HR presence in any market that requires additional HR assistance; in airports with a vacancy in the HR department, serves as the temporary PCBP for the day-to-day operations on property
Travels to new airport retail and restaurants transitioning into the company portfolio to onboard new team members, conduct training, and roll out company policies on property; creates an atmosphere of being the employer of choice while at the airport by ensuring new team members are welcomed and supported during transition
Provides recommendations and overview of any issues on property when assisting branches to Senior Director of People and Culture Operations
Maintains in-depth knowledge of HR best practices, federal/state/local regulations, and company HR policies and procedures; ensures they are fully considered before decisions are made to minimize risk and exposure to the organization
Supports hiring managers with recruiting; assists with identifying candidates for open roles while adhering to the company's hiring processes
Manages and resolves employee relations; conducts confidential HR investigations
Advises leadership on compliance, engagement, retention, training, and disciplinary issues as they arise; communicates trends, strengths, weaknesses, and improvement opportunities for locations they support
Support & coordinate all people and culture initiatives and business practices.
Collaborates with the corporate People & Culture department to develop enhancement of practices to improve transitions and training
Reporting Relationship: The Regional People & Culture Business Partner reports to the Senior Director of People and Culture Operations
Major Interdependencies: Operations, Operational Excellence, Risk Management, and Corporate People and Culture department
Minimum Qualifications, Knowledge, Skills, and Work Environment:
Education and Experience: The combination of education and professional experience must exceed 6 years:
In a leadership role: Requires 2 years of experience supervising a team of professionals engaged in executing HR programs
In a technical role: Requires 6-8 years of experience engaged in developing and delivering HR programs
A bachelor's degree in a program related to the functional area can count for 3 of the 6-year requirement
An MBA or a master's level degree in a program related to the functional area can count for an additional 2 years of 6-year requirement
In the industry: 3-5 years of Hospitality, F&B and/or Retail experience
Specialized Training:
Knowledge of federal and state regulations and statutes
SHRM certification preferred
Specialized Skillset/Competencies/Traits:
Advanced knowledge across multiple HR areas including but not limited to benefits, recruiting, employee relations, and compensation
Requires the ability to recommend resolutions to complex problems and challenges
Requires proficiency with HRIS and business software/systems; expertise in preparing documents, spreadsheets and presentations
Business acumen and also has the mindset required to understand the long-term implications of HR planning and to advance the organizations goals
Demonstrated history of understanding the needs of the business, stakeholders, the employee population and individual circumstances
Location/Travel:
Location: This is a remote/traveling position and can be based anywhere in the assigned Region, preferably near a major airport
Travel: Requires national, regional, and area travel up to 80% of the time
Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates ("the Company"), is an equal opportunity employer. It is the Company's policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as "protected characteristics").