YOUR NEXT OPPORTUNITY IS NOW BOARDING:

Join OTG as a HRBP III now and drive a new type of hospitality. Explore career opportunities in a unique hospitality environment with some of the industry's best compensation and benefits, including PTO, Healthcare, and a competitive 401k match.

WHAT IS OTG?

OTG has revolutionized the hospitality industry by pushing the boundaries of excellence. With more than 300 in-terminal dining and retail locations across 11 airports, OTG and its 5,000+ Crewmembers serve millions of travelers each year.

WHY OTG?

By joining our team, you’ll discover endless opportunities to explore, learn and realize your greatest potential in some of the most exciting hospitality environments around. Our people drive our experiences, so we offer our crewmembers some of the best compensation and benefits in the industry.

We transform airport experiences. You drive it.

Pay Range: $85,000- $100,000

ROLE AND RESPONSIBILITIES

Position Summary:

The Human Resources Business Partner III (HRBP III) will help align OTG’s crew member’s strategy with its business strategy. They are not only an administrative expert and a crew member champion, but also a change agent and a strategic partner for the business. Together with operation managers, the HRBP III will work on setting priorities, driving values, and delivering business results.

Responsibilities

Strategic Planning

HRBP III will be responsible for assisting their operation leaders become future-ready by focusing on the existing workforce in the organization and prepare them for the future. Areas that they will need to focus on include:

Reskilling and upskilling: identify training needs and assist/support the L&D function in aligning training programs with business objectives.
Strategic workforce planning: ensure the company’s workforce has the right size, shape, cost, and agility for the future.
Succession planning: select and develop key talent to ensure there are talents to fill in critical roles.

Coaching and Consulting Leadership About HR Matters

Needs to have a clear understanding of the way current and future challenges affect the crew members in their terminal(s):

Provide effective advice and coaching to key stakeholders.
Empower leadership to handle any people matters in the organization.
Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary.
Be up to date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance.
Understand and well versed in labor relations, CBAs and negotiations.
Provide guidance on the creation and implementation of HR processes and policies.
Understand and conduct thorough investigations.
Review and assist in proper documentation of crew members.

Building a Competitive Organization

A HRBP III supports recruiting and retaining the best talent.

Conducting day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.)
Assist line managers deal with organizational, crew member and change-related issues.
Optimizing organizational design to increase productivity and improve performance of the business.
Collaborating with other talent acquisition team on implementing innovative and inclusive recruitment strategies.
Assist in developing a future-proof compensation and benefits strategy.
Implement and support reward and recognition interventions to increase bottom-line results and crew member engagement.

Champion of Culture and Crew Member Experience

Maintain a strong organizational culture, as well as continuously improving the crew member experience, is a core responsibility of a HRBP III.

Provide advice and suggestions for culture-related initiatives, such as cultural transformation.
Implement HRM interventions on crew member wellness, diversity and inclusion, or talent management.
Working together with management and personnel to solve conflicts and help facilitate positive crew member relations, maintain a good working environment, build morale, and decrease unwanted turnover.

HR Business Partner III Skills

Data Proficiency

Ability to read and interpret dashboards and reports containing complex data
Understanding of HR analytics techniques
Familiarity with data collection methods, both quantitative and qualitative
Ability to set up and track relevant metrics and KPIs and use them to drive business results.

Business Acumen

General understanding finance principles
Risk Management

Digital Proficiency

The HR Business Partner III should be able to use technology to increase efficiency and drive business results.

Experience using HR technology (such as an HRIS) to create and implement HR strategy.
Apply HR management practices, and track spending.
Proficiency with the MS Office Suite and/or Google Suite

People Advocacy

HRBP III needs to be the champion of the crew members who advocate for the crew member and push back when needed. They also need to have solid legal and union knowledge to best support the crew members and the business.

Knowledge and/or experience with national and regional labor law, union contract and labor relations and tax and social security regulations
Understanding of HRM techniques and excellent people management skills
Excellent mentoring and relationship building skills.
Ability to actively listen and empathize with others.

Other Skills

Great communication and presentation skills
Superb problem-solving skills
A good understanding of the many disciplines within all the HR functions, including diversity and inclusion, performance management, compensation and benefits, talent management, crew member and union relations, etc.
Excellent stakeholder management and developing good work relationships across OTG.
Good change management and project management capabilities

Qualifications

Bachelor’s degree in a field related to Human Resources Management, organizational studies, or business management/administration.
10+ years’ experience preferably in a fast-paced environment.

Otg Management, Inc

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