Regional/Field HR Business Partner Job

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Job Title: HR Business Partner
Level: The level of this position whether HRBP Associate or HRBP Manager, is dependent upon the experience of the successful candidate.
Reports To: Head of HR Business Partnership long-term
Location: Plano, TX with occasional Regional Travel
FLSA Status: Exempt
Context:
The HR Business Partner will join a highly collaborative team and organization requiring an exceptional ability to work as a team member in support of the business. This role will support the Southeast Region, and potentially corporate, and/or other business line areas. Atlantic Aviation operates 24 hours a day, 7 days a week, 365 days a year at dispersed locations across the US and the Caribbean. Flexibility is required for availability to meet the needs of the business, requiring evening and weekend availability as needed often of short notice.
The primary objective for this position is to provide support for employees and managers in the field. The employee base is highly dispersed across the country and this position requires a high-touch and highly service-minded approach to supporting employees and managers from the centralized human resources team within the corporate office. Hourly employees do not have email addresses or computer access therefore, finding ways to reach this population effectively is a key challenge to navigate in supporting the field.
Position Summary:
The Regional HR Business Partner (HRBP) supports Field Leadership, Corporate, or designated Area/Region as a strategic and hands-on partner across aspects of talent and workforce strategy. The level, HRBP Associate or HRBP Manager, is dependent upon the experience of the successful candidate.
This role is responsible for strengthening leadership capability, improving employee retention, and driving engagement across a highly hourly, multi-site workforce. As a connector between field operations and the centralized Human Resources Team, the HRBP ensures timely, people-focused solutions aligned with business objectives, and provides coaching, insight, and support to managers and employees during critical moments.

Key Responsibilities:
Regional Business Partnership

• Build and leverage relationships at all levels in the organization, informing and assisting others while being viewed as a valued, trusted, and credible business partner
• Partner with field leaders to align workforce and people strategies with operational goals.
• Serve as a trusted advisor to frontline and mid-level leaders, providing guidance on team effectiveness, people issues, and culture.
• Translate HR strategy into field-relevant execution that improves performance, retention, and employee experience.

Frontline Manager Capability Building

• Coach and advise managers in building and leading high-performing teams.
• Provide support on feedback delivery, performance conversations, and team conflict resolution.
• Facilitate just-in-time support aligned to operational issues reactively and operational needs proactively wherever possible.
• Proactively works to support our leaders with talent initiatives, leadership development programs and improving team member performance engagement.

Retention, Onboarding & Engagement

• Gain knowledge of turnover trends within locations and partner with the Region/Area/Local Operations leadership to improve early-stage retention.
• Support consistent and impactful onboarding experiences; collaborate with local team on 30/60/90-day new hire check-ins and provide feedback to improve processes.
• Support and reinforce culture and recognition programs in the field.

Employee Relations & Escalation

• Serve as a frontline resource for employee concerns, workplace issues, and coaching needs.
• Conduct low to moderate-risk employee relations investigations and escalate complex matters to Legal as needed. Partner with Legal on more complex investigation surrounding discipline and termination.
• Maintain fair, compliant, and consistent approaches to issue resolution.

Field Accessibility and Responsiveness

• Maintain visibility including virtual physical presence across assigned region.
• Be highly responsive to urgent field needs, especially around staffing, team changes, or employee concerns.
• Serve as an empathetic and trusted point of contact for both managers and employees.

People Data & Insights

• Get to know the data of the region/area/locations. Use HR metrics, exit data, and engagement feedback to identify field opportunities and propose solutions.
• Monitor field trends to surface risks and recommend actions to HR leadership (e.g. hiring challenges, turnover factors, benefits concerns, etc.)

Operational Partnership & Compliance Support

• Partner with cross-functional teams to ensure seamless execution of talent, safety, and wellness initiatives.
• Support operations initiatives across assigned region.

Minimum Qualifications:

• Bachelor's degree in human resources, Business, or related field or relevant related experience.
• 5+ years of progressive HR experience, including field-based or distributed workforce environments
• Experience supporting hourly operations, frontline management, and multi-site leadership
• Demonstrated ability to coach leaders and influence business outcomes
• Knowledge of employment laws, compliance standards, and HR best practices
• Ability to travel regionally as needed. Approximately 10%. Occasional travel on short notice is required.
• Strong interpersonal, communication, and problem-solving skills

Preferred Qualifications:

• Familiar with state and federal employment laws including but not limited to; FMLA, ADA, FLSA, NLRB, Title VII, etc.
• Experienced in providing guidance and counsel to executive leaders
• PHR/SPHR certification or advanced degree in Human Resources or relevant field is valuable

Success in this Role Looks Like:

• HRBP is a deep student of the business with a desire to be highly knowledgeable about the business of Atlantic Aviation
• Field leaders feel confident, supported, and capable of supporting leaders in managing people issues
• Employee concerns are addressed swiftly, fairly, and empathetically
• Retention improves, particularly within the first 90 days of hire
• HRBP is viewed as an embedded, trusted partner to field operations