People Leader

Join Our Team!

Location: Newark Liberty International Airport (EWR) | Newark, NJ | On-Site

Compensation: $85,000 - $90,000 + Bonus Eligible

Schedule: Full-Time | Exempt

• $85,000 - $90,000 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

• SSP America promotes from within, and this role is built as a launch point into Regional People Leader, Director, and Center of Excellence positions
• Direct exposure to a fast-paced union environment, which broadens your labor relations skill set faster than other roles
• 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

At 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 Newark 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.

• 10 restaurant units at Newark Liberty International Airport (EWR)
• Approximately 250 team members at EWR
• EWR is a unionized environment.
• Multiple restaurant concepts, including proprietary, local, and national brands
• On-site at EWR

• 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.

• Coach leaders on employee relations, performance management, attendance, and corrective action, and conduct complex workplace investigations that ensure consistent, documented application of policy
• Administer grievances, interpret and apply collective bargaining agreement terms, and manage day to day interactions with union representatives at EWR, partnering with Labor Relations on escalated matters

• 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

• Ensure compliance with federal, state, and local employment laws, including New Jersey 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

• 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

• You are the first call for General…