HR Business Partner II

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Job Description:

Airbus Commercial is looking for a HR Business Partner II to join our team based in Mobile, Al

The HRBP II operates as a highly influential partner within the business, playing a critical role in optimizing performance by proactively converging business needs into relevant HR solutions. This role navigates complex challenges with a high degree of autonomy while offering impactful guidance, interpretation and a comprehensive understanding of HR to evolving business operations. HRBP II tackles advanced challenges and serves as a mentor within the HRBP function.

Meet the Team:

Working in our Human Resources department, it’s our mission to help support Airbus’ greatest assets: our team members. Our team works cross-departmentally as well as with our global counterparts to ensure we are making a positive impact on all aspects of our employee experience.

Your Working Environment:

Nearby on ‘Airbus Way’ you will find the Airbus U.S. Manufacturing Facility for commercial aircraft. Opened at the Mobile Aeroplex at Brookley in 2015, the facility produces A320 Family aircraft and added a second product line for the A220 in 2019. The facility, which strengthens the U.S. aerospace industry, is part of Airbus’ strategy to enhance its global competitiveness by meeting the growing needs of its customers in the United States and beyond.

How We Care for You:

• •Financial Rewards: Competitive base salary, incentive compensation which may include profit sharing schemes, retirement savings plan and the ability to participate in an Employee Stock Ownership Plan (“ESOP”)
• •Work/Life Balance: Paid time off including personal time, holidays and a generous paid parental leave program.
• •Health & Welfare: Comprehensive insurance coverage including medical (traditional and high-deductible health plans), prescription, dental, vision, life, disability, Employee Assistance Plan (“EAP”) and other supplemental benefit coverages.
• •Individual Development: Upskilling and development opportunities through our global Leadership University, including unlimited access to 10,000+ e-learning courses focusing on ways to develop your employability, certifications, career path as well as the opportunity to participate in accelerated development programmes and both national and international mobility.

Your Challenges:

• Your Challenges:
• Guiding and Influencing Strategic Planning: 25%

• •Establish robust partnerships with leaders creating an opportunity to strategically influence decision making.
• •Identify HR challenges and opportunities within the assigned business area and actively contribute to the development of solutions.
• •Proactively shape and influence business goals from an HR Perspective.
• •Contribute to the development and implementation of the People strategy within the assigned business area.
• •Provide counsel and guidance on complex people-related matters, including organizational design, workforce planning, and leadership effectiveness.
• •Mitigate risks by foreseeing potential issues and skillfully de-escalating conflicts. Directly contributing to problem solving and solution development.
• •Proactively address emerging challenges and foster harmonious workplace relationships through effective conflict resolution.
• •Leverage advanced data analytics to identify trends and provide data driven recommendations to business leaders.
• •Translating data into actionable insights.
• •Demonstrate independent judgement and decision making in a sphere of influence in accordance with policies and procedures.
• •Strategically balance support for business objectives with employee advocacy.

Employee Relations : 25%

• •Deliver High Quality Customer focused Service.
• •Champion and demonstrate a high level of personal integrity and ethics.
• •Actively engage and listen to employees, responding appropriately and in a timely manner.
• •Conduct comprehensive investigations related to HR Matters, documenting and reporting all findings. Sharing recommended outcomes and actionable solutions created in conjunction with the HR Director.
• •Participates in initiatives to proactively build community relationships for workforce development programs.
• •Conduct focus groups, exit interviews and administer employee engagement surveys.
• •Resolves routine management and/or employee issues by investigating complaints and concerns, mediating, evaluating, and independently offering possible courses of action/innovative solutions providing advice, guidance, and direction that is consistent with standards, practices, policies, procedures, regulations, or government law.
• •Coaches and consults managers on effective performance management practices, helping them to address performance gaps, conduct reviews, and foster high-performing teams.
• •Contributes to fostering a positive workplace culture and supporting employee engagement initiatives at a deeper, more influential level.
• •Ensuring compliance with advanced labor laws and regulations, mitigating organizational risk.
• •Provides comprehensive HR policy guidance and interpretation, ensuring full compliance with relevant federal, state, and local laws, thereby protecting the interests of both the business and employees.
• •Proactively identifies potential risk areas and de-escalates conflicts whenever possible.
• •Deliver comprehensive coaching and strategic counsel on HR matters, empowering managers and developing employees.
• •Contribute to employee retention strategies

Recruitment and Talent Management: 25%

• •Engage in workforce planning and development initiatives.
• •Collaborating on hiring strategies, overseeing job descriptions, participating in screening and interviewing to ensure new hires align with business needs.
• •Facilitate the integration of new employees.
• •Contribute to a smooth onboarding experience for new team members.
• •Help future-proof the organization by developing current talent for evolving needs.
• •Contribute to building a robust talent pipeline through succession planning.
• •Aid in establishing strategies for future leadership and critical roles.
• •Guide managers in effective performance management practices, including identifying opportunities for development.
• •Contribute to the design of professional development plans and training programs that support organizational goals.
• •Enhance performance management through coaching managers, identifying development opportunities, defining training needs, crafting career development plans, and aligning learning initiatives with strategic business goals.
• •Collaborates with and supports the centralized recruiting team in delivery of strategic staffing solutions in support of recruiting goals.
• •Partners with management, to include face to face meetings, to efficiently and effectively fill open positions including screens applicants and/or conducting prescreening interviews for position requirements.
• •Conducts regular follow-up with management to determine the effectiveness of recruiting plans and implementation.
• •Focus on long-term talent development and leadership coaching.
• •Driving talent management initiatives, including leadership development, succession planning, and high-potential programs.

Change Management, Regional Projects, Programs and Processes:20%

• •Drive innovative solutions and foster creative problem-solving to lead change management efforts, ensuring seamless transitions for teams.
• •Proactively identify and address potential resistance to change, considering the organizational culture and business landscape.
• •Synthesize business re