HR Business Partner

HR Business Partner

Purpose

The HR Business Partner (HRBP) provides comprehensive, hands-on Human Resources support to Bristow Special Mission employees and managers. The HRBP serves as a primary day-to-day HR resource and is responsible for administering HR programs and processes across the employee lifecycle, providing employee relations and performance management support, coordinating leave and employment-related claims, and supporting compliance with applicable employment and regulatory requirements.

The HRBP works closely with the VP, Human Resources – Special Mission and Bristow HR Centers of Expertise to deliver consistent and effective HR support. This position also plays a key role in HR integration and transformation initiatives, including implementation of Bristow systems, policies, programs, and processes.

Essential Duties and Responsibilities

• Serve as a primary day-to-day HR resource for employees and managers regarding HR policies, procedures, employee relations, performance management, and other workplace matters.
• Provide guidance to managers regarding employee performance, attendance, conduct, corrective action, policy interpretation, and appropriate documentation.
• Assist with conducting employee relations investigations and resolving workplace concerns, escalating complex, sensitive, or high-risk matters to the VP, Human Resources as appropriate.
• Manage HR activities throughout the employee lifecycle, including offers, pre-employment requirements, onboarding, employee changes, transfers, promotions, and separations.
• Coordinate pre-employment activities, including background checks, drug testing, employment eligibility documentation, and applicable aviation, contractual, or regulatory requirements.
• Coordinate new hire onboarding and orientation and ensure required employment documentation is completed accurately and timely.
• Maintain accurate employee information and documentation within applicable HR systems and personnel records.
• Coordinate employee separation and offboarding activities, including documentation, system updates, required notifications, and exit processes.
• Administer and coordinate employee leave processes, including FMLA and other applicable leaves, and support the accommodation process in coordination with appropriate Bristow resources.
• Coordinate workers' compensation and Defense Base Act (DBA) claims, including communication with employees, managers, carriers, and other applicable parties.
• Administer applicable drug and alcohol testing requirements and maintain required documentation, records, and audit readiness.
• Support compliance with applicable federal, state, local, contractual, and industry-specific employment requirements, including applicable FAA/DOT requirements.
• Conduct periodic HR compliance audits, including review of I-9 documentation, required policy acknowledgments, employee records, drug and alcohol documentation, required postings, and other HR compliance requirements.
• Maintain required federal and state labor law postings and other employment-related notices.
• Respond to unemployment claims, employment verifications, employee records requests, and other employment-related inquiries.
• Serve as a Special Mission liaison with Bristow Benefits and other HR Centers of Expertise to assist employees and managers with questions, issue resolution, and escalations.
• Coordinate HR-related employee information with Accounting as necessary for employee changes and payroll-impacting matters.
• Support development, implementation, communication, and maintenance of HR policies, procedures, standard operating procedures, and employee resources.
• Support Special Mission's integration into Bristow, including transition and alignment of HR policies, processes, programs, and systems.
• Participate in HRIS implementation and transition activities, including data review and validation, testing, process documentation, employee and manager support, training, and issue identification.
• Prepare and maintain HR reports, metrics, trackers, and other workforce information and identify trends or issues requiring additional review.
• Support updates to job descriptions and organizational documentation as business needs change.
• Participate in HR and cross-functional projects and independently manage assigned responsibilities through completion.
• Support recruiting and staffing activities as needed based on business requirements.
• Maintain confidentiality of employee information and exercise appropriate discretion when handling sensitive employment matters.
• Perform other duties and responsibilities as assigned.

KNOWLEDGE, SKILLS & ABILITIES

• Strong working knowledge of Human Resources practices and applicable employment laws and regulations.
• Knowledge of employee relations, performance management, leave administration, HR compliance, and employee lifecycle processes.
• Ability to independently provide practical HR guidance to employees and managers and recognize matters requiring escalation.
• Strong judgment, problem-solving, and decision-making skills.
• Ability to manage a high volume of work and multiple competing priorities in a fast-paced environment.
• Strong organizational skills and attention to detail, particularly regarding employment documentation and regulatory records.
• Strong interpersonal, written, and verbal communication skills.
• Ability to establish effective working relationships with employees, managers, leadership, and cross-functional partners.
• Ability to conduct employee investigations objectively and appropriately document findings.
• Ability to interpret and consistently apply policies and procedures.
• Strong analytical skills with the ability to review HR information, identify trends, and recognize potential issues.
• Proficiency with HR information systems and Microsoft Office applications.
• Ability to effectively support organizational change, new systems, and evolving processes.
• Ability to maintain confidentiality and exercise discretion when handling sensitive information.