Human Resource Business Partner

Company Description

ATPCO is the foundation of flight shopping, providing pricing and retailing data, tools, and services to 500+ airlines, global distribution systems, sales channels, and technology companies. ATPCO links the entire airline community together, collaborating to develop industry standards for airline distribution and end-to-end technology solutions. From shopping to settlement, ATPCO solutions work seamlessly across existing, new, and evolving technologies and methods. Airline-owned and reliably supporting air travel for more than 55 years, ATPCO is everywhere people buy flights.

We consider qualified applicants for employment without regard to race, gender, age, color, religion, national origin, citizenship status, marital status, disability, sexual orientation, protected military/veteran status, gender identity or expression, genetic information, marital status, medical condition, or any other legally protected factor.

Job Description

We seek a highly skilled People and Culture (Human Resources) Business Partner who will play a crucial role in aligning people strategies with our organization’s priorities within a designated client portfolio. As a People and Culture Business Partner, you will build strong partnerships across the enterprise. You will deliver value-added contributions that reflect key business objectives, drive a positive employee experience, and position our company as a leader in modern airline retailing.

This position is part of our Strategic Partnerships team and reports to the Director of People & Culture.

Responsibilities:

• Support the design, development, and implementation of various People & Culture team (P&CT) programs, strategies, and initiatives related to diversity and inclusion, leadership development, workforce planning, talent management, employee relations, and employee engagement.
• Develop a deep understanding of our company’s financial and market position, long-term strategic plans, and corporate culture to become a credible and practical resource.
• Utilize metrics, trends, and industry insights to proactively identify opportunities for improving organizational effectiveness, providing data-driven recommendations and engagement drivers at the core.
• Lead the integration of annual HR-cycle deliverables across designated client systems, including performance/talent calibrations, merit/bonus planning, and employee engagement surveys.
• Provide strategic guidance, consultation, and expertise to support organizational design planning and change management activities.
• Collaborate closely with P&CT partners and business leadership on job architecture design, position classification, market-based pay, and related strategies.
• Maintain regular communication with clients to champion key initiatives and ensure close alignment between all P&CT functional areas and business needs.
• Lead employee relations investigations, upholding our commitment to a safe, respectful, and inclusive work environment. Prepare position statements and summaries in response to legal and governmental agency requests as necessary.
• Offer day-to-day performance management consultation to employees and business leadership, including coaching, counseling, career development, policy interpretation, and performance improvement planning.
• As business needs require, provide strategic or tactical support to other P&CT functional partners.
• Participate in annual budget and headcount planning activities.

Ideal Candidate:

• Possess in-depth knowledge of HR principles and best practices related to leadership development, workforce planning, employee engagement, organizational design, and employee relations.
• Experience in leading, project managing, or supporting HR-related initiatives at a corporate-wide scale, using structured communication and change management tools, resources, and techniques.
• Ability to translate HR data, metrics, industry trends, and insights into compelling and relatable business recommendations.
• Proficient in HR program and policy development, research, and analysis.
• Familiarity with HR legislative requirements, compliance, and employee relations investigations (e.g., EEO, FMLA, ADA, ADAAA, Title VII). International HR experience is advantageous.
• Knowledge of compensation principles, job leveling, market-based pay, and classification systems.
• Familiarity with HRIS systems such as UKG, ADP, SAP, or Workday.
• Extensive experience in a related HR discipline (e.g., HRBP, HR Generalist, HR Manager). Leadership experience is preferred but optional.
• Experience supporting a geographically dispersed workforce in a virtual environment is preferred.
• SHRM Certified Professional credential (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) i