Site HR Partner

ABM is hiring a Site HR Partner for the San Francisco International Airport (SFO) to support approximately 600 ABM managers, supervisors and frontline/hourly roles such as wheelchair agents, exit security guards and warehouse agents in a union environment.  Bilingual (Spanish) is strongly preferred. In this role, you be responsible for aligning business objectives with employees and front-line leaders and handling all HR-related functions for this location and serve as a consultant to front-line leaders on human resource-related issues. The successful Site HR Manager acts as an on-site employee champion and change agent. The role assesses and anticipates HR-related needs and implements innovative and practical solutions through a strong process and metrics focus. Advises account level management regarding policies and programs including recruitment and employment, personnel records, employee and/or labor relations, job evaluation, compensation management, benefits administration, training, AAP/EEO, and special projects. May contribute to the development of unit specific policies or programs.

This role is full-time, on-site at the San Francisco Airport and may include up to 10% travel to support other airports in the region (Sacramento & San Jose) as needed.

ESSENTIAL FUNCTIONS

• Consults with line management, providing HR guidance when appropriate.
• Building and maintaining an environment for our Team Members that results in a high customer focused and engaged workforce. 
• Oversee compliance with CBA, including handling grievances and union relations
• Review onboarding and orientation for new leaders.
• Analyzes trends and metrics, seeking opportunities and strategies to improve trends in turnover, retention and key indicators of employee and customer engagement.
• Partner with leadership to understand current and future staffing needs.
• Partner with Talent Team to develop workforce plans that respond to current and future staffing needs.
• Partner with Learning & Development Team to ensure key programs are focused on front line managers and team members.
• Ability to read and understand data to inform continuous improvement and inform decision making.
• Manages and resolves employee relations issues. 
• Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal as needed/required.
• Provides day-to-day performance management guidance to front line leaders (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with front line leaders to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Provides guidance and input on business restructures, workforce planning and succession planning.
• Identifies training needs for business and individual coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success.
• Follows up to ensure training objectives are met.
• Partner with HR Centers of Excellence to deliver programs to meet organizational goals.
• Review key business performance targets and their related talent implications with business leaders.
• Support customer retention and business development though direct involvement with key customer base.
• Identify and drive the sharing of best practices across functions to facilitate continuous improvement.
• Understand and mitigate corporate risk associated with relevant employment laws/policies.

QUALIFICATIONS

• Bachelor’s Degree in Human Resources Management or related field; in lieu of degree, 5+ years of related experience required
• Minimum of 3 years of applicable experience in Human Resources, business operations or management 
• Experience supporting a large hourly & distributed workforce is a strong plus
• Bilingual/Spanish is strongly preferred
• Experience working with union and non-union employees preferred.
• Must be able to travel up to 25% of the time.
• Aviation industry experience preferred
• Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy.
• Strong consultation and communication skills.
• Ability to effectively challenge, influence, and develop productive relationships inside and outside of HR.
• Intellectual agility, interpersonal flexibility and deep curiosity to learn.
• Exposure to strong process and