Human Resources Business Partner

About Us

Endeavor Air is a wholly-owned subsidiary of Delta Air Lines. Flying as Delta Connection, Endeavor operates 141 regional jets on 750 daily flights to 122 destinations in the United States, Canada, and the Caribbean.

 

Headquartered in Minneapolis, Minn., Endeavor has hub operations in Atlanta, Cincinnati, Detroit, Minneapolis, New York, and Raleigh-Durham, and 11 maintenance bases across our network.

Our Culture

We know that our people are our greatest assets, and we are committed to building a culture where employees love coming to work each day. At Endeavor Air, we foster a diverse, culturally-rich and safe workplace where employees are treated with dignity and respect. With a culture built on safety, excellence, and teamwork, Endeavor offers limitless potential for aviation professionals looking to start or continue their careers.

 

Our team promotes an inclusive environment in all aspects of the airline and our operation. As an EEO employer, we provide opportunities for all qualified candidates without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran, or disabled status.

Overview

The Human Resources Business Partner (HRBP) serves as a strategic advisor to business leaders, aligning people strategies with organizational priorities to strengthen culture, leadership effectiveness, and workforce performance. This role partners closely with leaders to address employee and labor relations matters, support talent and succession planning, and use data and insights to drive sound decisions, improve organizational effectiveness, and mitigate risk.

This position reports to the Director Business Partnership and Workforce Support with a dotted line working relationship to the Director Labor and Employee Relations.

Responsibilities

• Serve as a trusted advisor to leaders, aligning people strategies with business priorities, organizational effectiveness, and workforce needs
• Partner with leaders to strengthen team culture, employee engagement, and organizational health through targeted action planning, follow-through and strategic base visibility
• Support talent review and succession planning by identifying high-potential talent, readiness, retention risks, and development priorities
• Coach leaders on career development, internal mobility, and growth opportunities to strengthen retention and workforce capability
• Assess organizational capabilities, talent gaps, and bench strength, and recommend strategies to address current and future business needs
• Partner on organizational change initiatives, including restructures, workforce planning, and culture initiatives
• Use workforce and people analytics to identify trends and translate insights into actions that improve talent, culture, and business outcomes
• Coach leaders on performance management, progressive discipline, corrective action, and terminations to ensure consistency and fairness
• Partner with leaders to address employee concerns, resolve conflicts, conduct workplace investigations, and provide recommendations aligned with company policy and risk management practices
• Interpret and ensure consistent application of company policies, employment laws, collective bargaining agreements, and HR programs
• Support labor relations activities, including grievance management and administration of collective bargaining agreements
• Support compliance programs, audits, reporting, and regulatory requirements to ensure organizational adherence
• Deliver training for leaders on compliance, employee relations, and leadership effectiveness

 

Success in this role is demonstrated by strong business partnership, sound judgment, effective leader coaching, and the ability to improve culture, talent, and organizational outcomes.

• Trusted Advisor: Builds credibility with leaders and is sought out for guidance on complex people matters.
• Strategic Impact: Advances culture, talent, and organizational effectiveness through practical, business-aligned HR support.
• Sound Judgment: Makes balanced decisions that reflect legal, operational, and people considerations.
• Leader Effectiveness: Strengthens leader capability in performance management, engagement, and workplace issue resolution.
• Consistency and Fairness: Ensures policies and practices are applied equitably across teams and locations.
• Data-Driven Influence: Uses insights and trends to inform decisions and shape business action.
• Operational Excellence: Manages competing priorities effectively in a fast-paced, high-demand environment.

Supervisory Responsibil