HR Business Partner; NJUS

2 days ago Be among the first 25 applicants

Net Jets, the global private aviation leader for more than 60 years, provides the pinnacle of private travel, defined by a signature commitment to unwavering safety, personalized service, and reliable global access. Discover why Net Jets is the ultimate career destination, offering exceptional benefits and growth opportunities.

The Human Resources Business Partner (HRBP) plays a critical role in driving business performance by aligning strategic HR initiatives with company objectives. Acting as a trusted advisor, the HRBP partners with business leaders to proactively assess and address workforce needs, deliver integrated HR solutions, and enhance the employee experience. This role serves as an employee champion and change agent, ensuring a high‑performance culture that fosters engagement and organizational success.

The HRBP is responsible for delivering both strategic and tactical HR support, including talent management, leadership development, employee relations, and culture enhancement. Through critical thinking, problem‑solving, and project management, the HRBP collaborates cross‑functionally to implement HR programs and solutions that support business goals. This position also plays a key role in aligning the 20/20 Flight Plan with leadership and team members, ensuring an exceptional team member experience while strengthening the company’s culture and values.

Key areas of focus include talent acquisition, talent development, compensation, benefits, employee relations, and HR systems (HRIS). The HRBP actively anticipates and responds to workforce challenges while fostering an inclusive and dynamic work environment.

• Build and maintain a deep understanding of the business strategy, goals, and challenges.
• Act as a trusted advisor to business leaders, providing HR expertise to influence decision‑making and drive business success.
• Partner with leadership to design and execute strategies that enhance team and organizational performance.
• Support business strategy by ensuring HR programs align with company objectives and the 20/20 Flight Plan.

• Lead talent management initiatives with the business leaders and HR, including talent and succession planning, leadership development, and employee growth strategies.
• Provide recommendations and guidance on talent acquisition, promotions, and performance management to ensure a high‑performance culture.
• Partner with leaders to enhance employee engagement, development, and retention strategies.
• Deliver HR programs that foster a strong culture, improve employee experience, and support a trusting and respectful environment.

• Analyze trends and HR metrics to provide insights and drive data‑informed decisions.
• Equip business leaders with key HR indicators (e.g., headcount, turnover, absenteeism) to enhance workforce planning and decision‑making.
• Identify trends in employee engagement and performance to develop proactive solutions that improve retention and satisfaction.

• Collaborate with the HR team to develop, refine, and implement HR policies, programs, and best practices.
• Lead change management initiatives and champion cultural transformation efforts.
• Train and coach managers on HR processes, leadership skills, and effective people management strategies.
• Actively respond to HR‑related inquiries, ensuring prompt resolution and appropriate escalation when necessary.

• Serve as the primary HR point of contact for employees and managers, providing guidance on HR‑related matters.
• Oversee and advise on employee relations issues, including investigations, performance management, and disciplinary actions.
• Ensure consistent interpretation and application of company policies and HR best practices.
• Work closely with the HR Leadership and Legal teams to maintain compliance with federal, state, and local employment laws.
• Support leaders in managing employee‑specific cases, such as return‑to‑work processes, accommodations, and leave…