Director, Operations HR Business Partner

Darum lohnt es sich

Responsibilities • Leads a team of HR Business Partners to ensure HR strategies are consistently implemented across the network. • Own the People Team relationship with our operations leaders (RVP, AD, GM); articulating HR’s value through measurable business outcomes (e.g., retention, internal fill rate, time-to-fill, succession plan readiness, talent and performance, etc.). • Convert company and regional business priorities into a 12–24 month people plan with clear KPIs, milestones, and ROI. • Coach senior leaders to elevate enterprise leadership behaviors; build managers’ capability to lead change, give/receive feedback, and manage performance. • Establishes direction and priorities for the regional HR team and direct reports, while identifying capabilities and competencies to develop top HR talent in their region. • Partners with other HRBP leaders (e.g., EMEA, LACAR, FSC) to ensure an enterprise mindset as we support the company’s global people strategy. • Leverage cross-COE solutions (Comp/Benefits, TA, Talent Management, Learning, Leadership Development, Communications) to solve complex challenges, and proactively engage with COEs when process or work product refinement is needed. • Champion and take accountability for the full talent lifecycle, from talent attraction, selection, onboarding, performance enablement, development, movement. • Drive rigorous talent reviews and succession planning; increase bench strength in ‘ready-enough’ and ‘ready in 12 months’. • Partner with workforce optimizations (WFO) to help model scenarios (cost vs efficiency trade-offs) while keeping safety and guest experience at the forefront. • Diagnose org effectiveness (spans/layers, role clarity, decision rights, skills) and lead redesigns that improve speed, quality, and accountability. • Plan and lead regional components of transformations (e.g., systems, operating model, M&A integration); define impacts, readiness, and adoption metrics. • Use data to proactively spot risks/opportunities (attrition, vacancy rate, safety, employee relations). • Meet and exceed new HRBP KPIs and review monthly with operations leaders, adjusting actions to increase performance. • Partner with TA to forecast needs and accelerate time-to-fill for critical roles. • Serve as escalation point for complex union and/or employee relations matters to the Director, Labor and Employee relations. • Manage an HR budget in accordance with company spend/savings objectives and ensure fiscal responsibility within their team.

Requirements • 10+ years progressive HR experience with substantial time in a business-facing role; 5+ years leading HRBPs/Generalists in multi-site operations. • Bachelor’s degree required. • Advanced knowledge of federal/state employment law; strong business and financial acumen. • Experience in organization design, talent management, change management, and labor relations. • Excellent communication, consulting, and client management skills. • Ability to travel frequently within the region; overnight stays as needed. • Master’s or SPHR/SHRM-SCP preferred. • Service‑intensive industries (hospitality, aviation, luxury services) strongly preferred.