Human Resource Leader - Corporate HR

The Human Resources Business Partner (HRBP) provides strategic HR leadership and functional expertise to the following corporate functions:
Human Resources, Legal, Corporate Affairs, Community Affairs and Aviation, partnering with senior leaders to develop and execute people strategies that accelerate business performance. The role serves as a trusted advisor to executives and leaders, aligning talent, organizational design, culture, and workforce capabilities with business objectives.

The HRBP drives organizational effectiveness through talent management, performance management, employee development, succession planning, organizational design, compensation, inclusion and diversity, employee engagement, talent acquisition, and change leadership. This role is responsible for building organizational capability, enhancing leadership effectiveness, and ensuring HR programs and practices support both current business needs and long-term strategic goals.

Reports to
:
The HR Leader reports to the Corporate HR Director.

Span of Control
:
No direct reports but must exert indirect leadership to partner groups.

• Serve as a trusted advisor and strategic business partner to executive and senior leadership teams.
• Contribute HR insight and thought leadership to business and functional strategy discussions.
• Develop and implement HR strategies, plans, and initiatives that support organizational and business objectives.
• Build strong relationships across functions, influencing leaders and stakeholders to achieve business outcomes.
• Coach and develop leaders to strengthen accountability, leadership effectiveness, and organizational performance.
• Evaluate workforce trends, business needs, and organizational effectiveness to identify opportunities and implement solutions.

• Design and execute talent strategies that ensure the right talent is in the right roles to achieve business goals.
• Lead succession planning, talent reviews, leadership assessments, and workforce planning processes.
• Improve recruitment, onboarding, development, retention, and advancement of high-performing and diverse talent.
• Facilitate performance management processes and support differentiated performance and compensation decisions.
• Create and implement organizational design solutions that support business strategy, growth, and changing business needs.
• Assess team and organizational performance, identify gaps, and implement interventions to improve effectiveness.
• Develop strategies to attract, retain, and develop diverse talent and foster an inclusive workplace.

• Coach leaders on team effectiveness, performance management, employee development, and people leadership practices.
• Provide candid and constructive developmental feedback to leaders and employees.
• Facilitate talent assessments and create action plans to enhance individual and organizational capability.
• Promote a culture of continuous learning, coaching, and career development.
• Partner with leaders to identify opportunities that build future leadership capability and strengthen succession pipelines.
• Utilize company resources, Centers of Excellence, tools, and technology to advance talent development efforts.

• Lead and facilitate organizational change initiatives, including restructures, integrations, acquisitions, and transformation efforts.
• Apply change management and stakeholder management methodologies to support successful adoption of change.
• Influence organizational culture by assessing strengths, identifying opportunities, and driving improvement plans.
• Promote employee engagement by monitoring organizational trends, gathering feedback, and implementing action plans.
• Foster a safe, engaged, productive, and high-performing work environment.

• Ensure HR programs, policies, practices, and procedures are effectively implemented and aligned with business objectives.
• Maintain compliance with applicable employment laws, regulations, corporate policies, and Business Conduct Code…