Director, Human Resources Business Partner - Airport Lounges

at  Sodexo

QUALIFICATIONS:

• Experience: 5+ years in Human Resources with progressive leadership experience, particularly in strategic roles. Must have field experience covering multiple locations / multiple states and mass workforce planning for large event-based industry. Highly prefer prior airport experience.
• Education: Bachelor’s degree preferred.
• Labor Relations Expertise: Extensive experience in labor relations: negotiations and collective bargaining agreement compliance that cover multiple locations.
• HR Analytics Proficiency: Strong analytical skills with the ability to leverage data for strategic decision-making.
• Solution Development: Experience in designing and implementing HR solutions that align with business needs.
• Communication Skills: Exceptional presentation, written and oral communication skills, with the ability to effectively articulate to all levels from executive to frontline.
• Collaborative Problem Solving: Strong cross-functional collaborative skills to proactively address challenges and develop effective solutions.
  What We Offer:
  Sodexo offers fair and equitable compensation, partially determined by a candidate’s education level or years of relevant experience. While the budgeted range for the position is posted, Sodexo salary offers are based on a candidate’s specific criteria, like experience, skills, education and training.
  Qualifications & Requirements:
  Basic Education Requirement - Bachelor’s Degree or equivalent experience
  Basic Management Experience - 5 years
  Basic Functional Experience - 5 years Human Resources experience
  Sodexo is an EEO/AA/Minority/Female/Disability/Veteran employer

• Strategic Collaboration: Partner with cross-functional teams to implement regional and global HR initiatives that drive business results in their assigned client group.
• Data-Driven Decision Making: Analyze workforce data and industry trends to proactively identify challenges and opportunities; deliver actionable recommendations to enhance organizational effectiveness.
• Talent Management: Act as an internal coach to leaders, focusing on talent development, succession planning, and fostering a culture of accountability and continuous improvement. Develop and implement innovative strategies to attract, retain, and develop diverse talent, ensuring alignment with the company’s growth objectives
• Stakeholder Engagement: Effectively present complex HR information and strategies in various settings, ensuring clarity and engagement from internal and external audiences.
• Leadership Representation: Lead and participate in key meetings, including client business reviews.
• Business Development Support: Contribute to RFP responses.
• Team Member Experience: Champion the Employee Value Proposition (EVP)