HR Business Partner

Spirit Airlines; Dania Beach (FL); On-site; USD 90,000 - 130,000; Full time

Job summary

A leading airline is seeking an HR Business Partner to align human capital strategies with organizational goals. The role encompasses advising leadership on HR policies, managing employee relations, and collaborating with HR Centers of Excellence. The ideal candidate will possess strong labor relations experience, HR expertise, and the ability to drive strategic initiatives to enhance team member experience.

Benefits

Travel perks

Growth opportunities

Qualifications

• 5 years of progressive HR experience preferred.
• Background in labor relations is preferred.
• Certifications like PHR or SPHR preferred.

Responsibilities

• Advising leaders on HR functions and compliance.
• Supporting recruitment efforts and talent development.
• Analyzing organizational structures for efficiency.

Skills

Strong understanding of labor contracts

Conflict resolution

Coaching abilities

Data literacy skills

Effective negotiation skills

Education

Bachelor’s degree in Human Resources, Business, or related field

Tools

Microsoft Excel

Microsoft Office Suite

Job description

Join to apply for the HR Business Partner role at Spirit Airlines

Join to apply for the HR Business Partner role at Spirit Airlines

Responsibilities

The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders by aligning human capital strategies with organizational goals. This role supports both Union and Non-Union groups and plays a critical role in fostering a culture of continuous improvement, driving strategic HR initiatives that support the organization's goals, and enhancing the overall Team Member experience. The HRBP advises leaders on a broad range of HR functions, drives change management initiatives, and ensures compliance with company policies, labor agreements, and employment laws.

• Act as a trusted advisor to business leaders by providing strategic HR guidance that aligns with business objectives.
• Partner with union leadership and Labor Relations on CBA interpretation, employee grievances, investigations, and discipline to ensure alignment with contractual obligations and internal policies.
• Address ‘first-level’ employee relations (ER) matters for both union and non-union employees, escalating as necessary while ensuring thorough documentation and follow-through.
• Analyze organizational structures and make recommendations for efficiency, effectiveness, and optimal talent utilization.
• Use data-driven insights to identify trends, develop solutions, and advise leaders on organizational health, workforce planning, and engagement strategies.
• Collaborate with HR Centers of Excellence (CoEs) in areas such as Compensation, Talent Acquisition, Benefits, and Talent Development to deliver integrated HR solutions.
• Drive execution of HR programs and initiatives such as performance management, leadership development, employee recognition, and change management.
• Serve as a key partner in investigations, providing coaching to leaders and team members, and recommending appropriate outcomes in partnership with Legal and Labor Relations.
• Maintain a strong understanding of applicable employment laws, HR policies, and CBAs, and ensure consistent application across the business.
• Support recruitment efforts for hourly and frontline management roles, partnering with Talent Acquisition to reduce time-to-fill and ensure quality hiring decisions.
• Collaborate with department leaders on talent development plans, providing direct and actionable coaching that promotes accountability and performance improvement.
• Serve as a change agent by influencing outcomes, fostering innovation, and guiding leaders through complex people challenges.
• Ensure compliance with all required postings and regulatory requirements at the federal, state, and local level.
• Demonstrate flexibility to take on additional projects, initiates, and other duties as assigned to support evolving business needs.
  
  

Responsibilities

The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders by aligning human capital strategies with organizational goals. This role supports both Union and Non-Union groups and plays a critical role in fostering a culture of continuous improvement, driving strategic HR initiatives that support the organization's goals, and enhancing the overall Team Member experience. The HRBP advises leaders on a broad range of HR functions, drives change management initiatives, and ensures compliance with company policies, labor agreements, and employment laws.

• Act as a trusted advisor to business leaders by providing strategic HR guidance that aligns with business objectives.
• Partner with union leadership and Labor Relations on CBA interpretation, employee grievances, investigations, and discipline to ensure alignment with contractual obligations and internal policies.
• Address ‘first-level’ employee relations (ER) matters for both union and non-union employees, escalating as necessary while ensuring thorough documentation and follow-through.
• Analyze organizational structures and make recommendations for efficiency, effectiveness, and optimal talent utilization.
• Use data-driven insights to identify trends, develop solutions, and advise leaders on organizational health, workforce planning, and engagement strategies.
• Collaborate with HR Centers of Excellence (CoEs) in areas such as Compensation, Talent Acquisition, Benefits, and Talent Development to deliver integrated HR solutions.
• Drive execution of HR programs and initiatives such as performance management, leadership development, employee recognition, and change management.
• Serve as a key partner in investigations, providing coaching to leaders and team members, and recommending appropriate outcomes in partnership with Legal and Labor Relations.
• Maintain a strong understanding of applicable employment laws, HR policies, and CBAs, and ensure consistent application across the business.
• Support recruitment efforts for hourly and frontline management roles, partnering with Talent Acquisition to reduce time-to-fill and ensure quality hiring decisions.
• Collaborate with department leaders on talent development plans, providing direct and actionable coaching that promotes accountability and performance improvement.
• Serve as a change agent by influencing outcomes, fostering innovation, and guiding leaders through complex people challenges.
• Ensure compliance with all required postings and regulatory requirements at the federal, state, and local level.
• Demonstrate flexibility to take on additional projects, initiates, and other duties as assigned to support evolving business needs.
  
  

Qualifications

Education:

• Bachelor’s degree or equivalent experience required
  
  

Education Specific Field:

• Human Resources, Business, Psychology, or related field
  
  

Experience:

• 5 years of progressive HR experience, preferably within a unionized, fast-paced, and operationally complex environment. Strong labor relations background is preferred.
  
  

Certifications (Preferred):

• PHR, SPHR, SHRM-CP, or SHRM-SCP
  
  

Skills & Competencies

• Strong understanding of labor contracts, grievance process and union collaboration
• Ability to coach, influence, and guide leaders at all levels
• Effective interpersonal, conflict resolution, and negotiation skills
• Exercise good judgement, problem solving, decision-making and data literacy skills, with the ability to interpret HR and operational metrics
• Intermediate proficiency in Microsoft Excel, Including experience with XLOOKUP, pivot tables, and other key functions; proficient in full Microsoft Office Suite (Word, PowerPoint, Outlook, Teams)
• Ability to manage changing priorities and work in a collaborative environment
• Strong verbal and written communication skills
• Proven ability to manage multiple priorities and adapt to evolving business needs
  
  

Travel Requirement:

• Up to 25% domestic and international travel
  
  

Work Environment:

• 100% onsite—because connection and collaboration are core to life at Spirit
  
  

Physical Requirements:

• Must be able to exert up to 25 lbs. of force occasionally, and/or up to 10 lbs. frequently. Light work involves significant walking or standing.
  
  

Overview

At Spirit, we live “More Fly.” It’s not just about getting from point A to B—it’s about feeling fly while you’re at it. For our Team Members, it means thinking BIG, taking action, making connections, and having a blast while doing it. From the station to the cockpit, the cabin to the computer, every day is an adventure as we redefine travel.

Soar with us and enjoy travel perks that bring you closer to what matters. Join a team that empowers you to bring your full self to work, grow personally and professionally, and fuel the communities we serve. At Spirit Airlines, the sky isn’t the limit—it’s just the beginning!

EEOC Statement

Spirit Airlines is an Equal Employment Opportunity employer. All aspects of employment are governed on the basis of merit, competence and qualifications without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or any other category protected by federal, state, or local law.

Seniority level

• Seniority level

  Not Applicable

Employment type

• Employment type

  Full-time

Job function

• Job function

  Human Resources

• Industries

  Airlines and Aviation

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