What are the responsibilities and job description for the Senior HR Business Partner position at Bristow?

A progressive HR professional who serves as an advisor and business partner to management and is responsible for aligning business objectives with employees and management. The Sr. HRBP will develop strong working relationships, communicate needs proactively with both the HR department and business management, and seek to develop integrated solutions that reflect the organization's business objectives. This position will advise and support both US and international business units.

RESPONSIBILITIES

Counsel and consult with managers and employees on various human resources issues, including performance management, compensation, employee / team development, employee and labor relations, training, staffing and selection, HR policies and practices, talent management, and other issues that may impact the work environment.
Under the direction of the HR Manager—Americas, the Senior HRBP is tasked with ensuring alignment between business operations and HR practices and objectives. The HRBP has a keen understanding of the business’s strategy and provides dynamic solutions using experience, data analyses, and organizational agility to guide decision-making.
Provide employee relations support (coach, counsel, and advice) to management on HR issues, such as problem identification, resolution, conflict management, and proactive identification of improvement opportunities.
Work closely with HR and the business team in designing, developing, and executing full-cycle recruitment plans and talent sourcing strategies that guarantee the attraction, selection, and successful recruitment of potential talents, further driving the achievement of staffing goals and the business’s overall objectives.
Work as lead on succession plans for the Americas region to identify next-generation leaders. Provide guidance and input on business unit restructuring and workforce planning.
Act as a consultative resource, active member collaborator, and trusted advisor on the HR team.
Act as a mediator in conducting investigations and conflict resolution.
Maintain knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with the legal department as needed / required.
Liaison to employees regarding benefits and medical insurance
Implement key people-related strategies and initiatives.
Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
Provide compensation support, including developing job descriptions and salary structures based on the company’s compensation philosophy.
Operating knowledge of HRIS is required.
Manage Drug and Alcohol Programs under FAA and FMCSA
Function as a manager coach to enhance leadership abilities, relationships among teams / individuals, interpersonal communications, and performance management.
Ability to influence others and manage change at all levels of the organization regardless of reporting structure.
Research best practices and employment law and provide strategic recommendations based on data analysis and incorporation of appropriate metrics to measure outcomes.
Drive company-wide HR programs and initiatives for assigned groups, including annual salary and performance reviews, workforce planning and development, and organizational change.
Perform other position-appropriate duties as required in a competent, professional, and courteous manner.
Ability and desire to travel 30%

Knowledge, Skills, and Abilities :

Exceptional oral and written communication skills and ability to influence employees and managers at all organizational levels, including coaching and influencing senior business leaders.

Previous experience partnering with the business, domestically and internationally, in workforce planning, employee engagement, change management, action planning, and talent management.

Strong business and operational acumen

Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state-respective employment laws.

Exhibits strong facilitation skills, involving participants in presentations and soliciting and answering questions.

Experience leading complex projects and initiatives. A self-starter, capable of working under minimal supervision.

Knowledge / experience working with compensation principles, complete life cycle recruiting processes, and training & development.

Strong background in handling employee relations issues in exempt and non-exempt workforces; experience working with labor relations / unions is preferred.

Demonstrated analytical skills with experience developing and / or tracking HR metrics.

Experience in working with HRIS systems. Knowledge of Workday is a plus.

Personal commitment, integrity, and highest-quality standards.

High proficiency in Microsoft Suite, including Excel, PowerPoint, and HR information systems.

Ability to work in a constant state of alertness and safety.

Education and / or Training :

Bachelor’s degree in business, Human Resources, or related field is required.

PHR or SPHR certification preferred.

5-7 years of progressive experience as an HR Business Partner, providing broad generalist HR advice.

Key Competencies :

Maintains a high standard of work and ensures accuracy.

Works collaboratively within a team; is able and willing to adapt to changing business demands.

Promotes tolerance and inclusion among diverse groups and recognition of multiple views.

Maintains confidentiality and communicates truthfully, respectfully, openly, and honestly with others.

Sets and achieves goals; Works to achieve the standards of excellence identified by management.

Demonstrates a willingness to excel and be proficient in the position.

Understands the financial implications and rationale for actions.

Relates to others openly and acceptingly by being friendly and approachable, demonstrating diplomacy and tact, and building rapport.

Identifies and constructively addresses interpersonal conflict, disagreements, or confrontations and facilitates communication between involved parties to minimize personal impact.

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Senior HR Business Partner

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