SSP America Hiring for Regional HR Business Partner Job at Chicago, IL Full Time

$90,000 – $120,000 Plus 20% Bonus Potential
Remote Position with Some Travel Required

The Regional Human Resources Business Partner partners with Regional Operations teams to ensure proper execution of all people-processes at designated airports within a region(s). This role supports staffing and recruiting processes with the support of the Regional Field Recruiter. The Regional HR Business Partner will be the primary liaison for all Union-related activity for unionized locations. This role has responsibility for monitoring and updating the Employment/Wage & Hour laws and mandates for all states/provinces in the region. This role provides comprehensive HR support in the areas of employee relations, recruitment/staffing, compensation, employment law/compliance, benefits, organizational effectiveness, talent management, and training and development. The Regional HRBP reports to the Senior Regional People Leader. The HRBP will also work closely with the Corporate HR Team to ensure high quality HR administration.

EMPLOYEE RELATIONS

• Respond to, manage, and bring employee relations issues to resolution.
• Investigate and resolve complex or high exposure employee complaints, issues and concerns regarding employment practices originating from various sources, including but not limited to grievances, Ethics & HR Hotline calls, general employee complaints, lawsuits, and complaints filed with federal, state and local agencies.
• Ensure execution of grievance and disciplinary policies and procedures and monitor to ensure fairness and consistency.
• Promote, monitor, and measure the effectiveness of employee relations activities.
• Ensure execution of employee relations programs/practices that create a positive organizational culture and enable management effectiveness.

PERFORMANCE MANAGEMENT

• Coach employees and managers on performance management and execution of performance improvement plans.
• Facilitate the administration of the hourly and management performance appraisal processes.
• Ensure execution of all performance management programs and procedures, including but not limited to performance appraisals and performance improvement plans.

COMPENSATION & BENEFITS

• Ensure effective communication of compensation and benefits plans and policies to employees.
• Facilitate the hourly and management salary review processes.

RECRUITMENT/STAFFING

• Identify staffing needs and participate in the interview and selection process for open management positions.
• Drive the hourly recruitment and orientation/training processes.
• Ensure the utilization of hourly recruitment tools & templates
• Minimize legal exposure and risks by educating and ensuring that management follows all applicable employment laws.

TRAINING & DEVELOPMENT

• Identify individual and location training and development needs.
• Facilitate classes and seminars.
• Ensure the completion of training programs (face-to-face, computer based) as required.

SUCCESSION PLANNING/TALENT MANAGEMENT

• Create, regularly review, and revise the location’s succession plan.
• Facilitate, participate in, and develop action plans arising out of the succession planning process.

EMPLOYMENT LAW/COMPLIANCE

• Ensure legal compliance with any and all applicable laws.
• Investigate and respond to Division of Human Rights claims.
• Partner with internal and/or external legal counsel to prepare for and/or respond to lawsuits or complaints filed by outside agencies.
• Attend mediations, arbitrations, and other court proceedings.

COLLECTIVE BARGAINING/LABOR RELATIONS

• Ensure execution of union initiatives and assist in the management of union activity (where applicable).
• Participate in collective bargaining activities, including contract administration, grievance responses, arbitration preparation, negotiation preparation, and strike contingency planning.

COMPANY POLICY, MISSION, VISION, & VALUES ADMINISTRATION

• Manage the administration of all SSP HR policies and procedures.
• Cultivate leadership and ethical values in self and others through modeling and coaching.
• Provide effective and consistent messaging across the organization when communicating SSP’s Mission, Vision, and Values.

METRICS

• Conduct data analysis, as needed.
• Identify causes of turnover and develop strategies to improve retention.
• Prepare monthly HR metrics for the location..

HR STRATEGY

• Conduct needs analyses to identify and establish priorities regarding employee relations and human resource development activities.
• Provide input into the strategic HR planning process and help develop and shape organizational policy and decision-making.

OTHER GENERAL DUTIES

• Ensure execution of other initiatives as directed by Manager or required by Company
• Perform other HR related duties and administrative responsibilities as needed

• Bachelor’s Degree in Human Resources, or related degree, or Foreign Equivalence preferred
• 8+ years of HR Business Partner experience or progressive HR-roles
• HR Generalist experience in restaurant, retail or hospitality preferred
• Experience managing HRIS systems
• Previous experience in a union environment helpful
• High proficiency in Microsoft Word, Excel, PowerPoint, & Outlook
• Ability to manage heavy workloads. Effectively manage conflict situations leading to successful outcomes. Must be able to work under high pressure situations and meet tight deadlines
• Flexible schedule as business demands. Regular office attendance required
• Strong interpersonal skills
• Excellent oral presentation and written communication skills
• Excellent task management, multi-tasking and problem solving skills

EOE/D/V/M/F