Strategic HR Business Partner Flight Operations (FTC/24 Months)

British Airways; Greater London; On-site; GBP 100,000 - 125,000; Full time

Job summary

A major airline company is seeking an experienced Strategic HR Business Partner to collaborate with the Flight Operations leadership team in the UK. This role emphasizes influencing senior leaders and shaping a people strategy in a complex and regulated environment. The ideal candidate will have substantial experience in organisational development and demonstrate resilience in managing stakeholder dynamics. Strong analytical skills to drive decision-making are essential. This position offers impactful leadership within a renowned aviation context.

Qualifications

• Proven experience as a Strategic HR Business Partner in a large, complex organisation.
• Strong track record in organisational development and performance frameworks.
• Ability to navigate complex stakeholder environments.

Responsibilities

• Partner with leadership to design and deliver a strategic people plan.
• Lead initiatives on pay, performance management, and leadership coaching.
• Advise senior leaders balancing performance with regulatory priorities.
• Use data and analytics to anticipate workforce risks.

Skills

Organisational development

Succession planning

Influencing senior leaders

Data analytics

Resilience

Education

CIPD qualification or equivalent experience

Job description

Flight Operations is one of the most complex and high profile directorates at British Airways, home to our pilots, operations teams, and safety critical functions. We are looking for an experienced Strategic HR Business Partner (SHRBP) to work directly with the Flight Operations leadership team to shape, challenge and deliver a people strategy that enables safe, efficient, and high performing operations. This is not a generic HRBP role. You will need to bring significant experience from large, complex organisations, the ability to navigate senior leadership dynamics and unionised environments, and the gravitas to influence at the highest levels while building trust across a diverse stakeholder base. Flight Operations is a fast paced, safety critical environment where every decision counts. It is also one of the most rewarding directorates to partner with - offering you the chance to influence the strategy and culture of one of the most iconic pilot groups in the world. This role requires courage, commercial acumen, and strong HR leadership but for the right person, it offers real impact at the heart of British Airways.

Responsibilities

• Partner with the Director of Flight Operations and their leadership team to design and deliver a strategic people plan covering c.4,500 colleagues.
• Drive organisation design, succession planning, leadership frameworks, and workforce planning for highly skilled and regulated populations (including pilots).
• Lead initiatives on pay, performance management, leadership coaching, and the embedding of a performance culture.
• Advise and influence senior leaders, balancing business performance with regulatory, safety, and people priorities.
• Work with unions and representative groups to shape constructive industrial relations, addressing complex ER cases with resilience and professionalism.
• Use HR data and analytics to anticipate workforce risks (e.g. absenteeism, skills shortages) and drive evidence based decision making.
• Act as a trusted adviser to leaders who may be challenging or resistant, holding your ground while maintaining effective relationships.

Qualifications

• Proven experience as a Strategic HR Business Partner in a large, complex, and highly regulated organisation.
• Strong track record in organisational development, succession planning, and implementing performance frameworks at scale.
• Expertise across the full HR spectrum: pay, ER (including grievances), leadership development, talent and workforce planning.
• Organisational astuteness and the ability to navigate complex stakeholder environments, influencing, coaching, and challenging senior leaders and unions with credibility and resilience.
• Confidence in using data and analytics to shape decisions and measure impact.
• A pragmatic, resilient HR leader who knows what good looks like and can implement it with pace.
• CIPD qualification preferred, but not essential with equivalent experience.