Human Resources Manager

SSP America seeks an on-site Human Resources Manager in Houston, TX (IAH), offering USD 82,000 - 90,000 per year, to lead HR strategy, employee relations, and development across multiple airport units.

• Act as the primary HR business partner for airport operations leadership, guiding business planning, workforce strategy, staffing, operational reviews, and performance conversations.
• Translate operational goals into people focused strategies that drive staffing, engagement, retention, and leadership capacity; lead change management and employee communications; collaborate with Regional and Corporate People teams to implement enterprise priorities on the ground.
• Collaborate with Operations leadership to analyze labor costs, productivity, staffing levels, and trends, applying workforce insights to enhance operational performance.
• Coach leaders on employee relations, performance management, attendance, and corrective action; conduct complex workplace investigations ensuring consistent, documented policy application across union and non-union sites.
• Manage grievances, interpret and apply collective bargaining terms, and handle daily interactions with union representatives at IAH, coordinating with Labor Relations on escalated matters.
• Develop General Managers and Assistant Managers in leadership behaviors, feedback, and team building; deliver leadership development programs for frontline and mid-level managers.
• Lead succession planning, talent reviews, and internal mobility initiatives.
• Collaborate with Talent Acquisition and hiring managers on recruiting and workforce planning; oversee onboarding, new-hire orientation, and employee recognition programs.
• Ensure compliance with federal, state, and local employment laws, including Texas wage and hour requirements; maintain airport badging, I-9, and records compliance in coordination with operations and airport authorities.
• Audit HR practices across locations; keep policies current and consistently applied, and close gaps before they become risks.
• Coordinate with Leave Administration and Operations to support ADA accommodations, FMLA, workers' compensation, and other leave-related processes.
• Monitor turnover, retention, engagement, attendance, absenteeism, and overtime; deliver regular people metrics reviews 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; build business cases for people initiatives using turnover and labor cost data.
• Forecast workforce needs based on headcount, turnover, recruiting, and labor trends to proactively support business growth.

• Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience.
• Minimum of five years of progressive HR experience supporting multi-site operations in roles such as HR Generalist, HR Manager, or HR Business Partner.
• Proven experience coaching and influencing frontline and mid-level leaders.
• Strong skills in employee relations, workplace investigations, conflict resolution, and stakeholder relationship-building.
• Working knowledge of federal, state, and local employment laws; ability to translate workforce data into actionable business recommendations.
• Proven ability to influence without direct authority, build credibility, exercise sound judgment, and manage competing priorities in a fast-paced operational environment.
• On-site work primarily at IAH with periodic travel to DAL and LBB.

• 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

• Be the initial point of contact for General Managers on people decisions; leaders bring challenges early rather than escalating.
• General Managers view HR as a trusted business partner that helps solve operational challenges and develop leaders.
• Turnover and open position aging trend down relative to a documented baseline.
• Employee relations matters are investigated and closed within target timelines with complete documentation.
• The union relationship at IAH remains stable, with grievances resolved at the lowest appropriate step.
• DAL and LBB are integrated into the support model with clear cadence and coverage.