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Human Resources Business Partner | KVNY

Human Resources, Van Nuys, CA

Position Summary

The Human Resources Business Partner (HRBP) reports to the Director of Human Resources and plays a key role in aligning HR practices with business goals across designated business units, particularly within Flight Operations. This role is instrumental in supporting leaders, enabling teams, and enhancing the employee experience. While anchored in the effective delivery of essential HR operations, the HRBP also operates with a strategic, service-oriented approach, ensuring consistency, care, and responsiveness in all people-related practices. The HRBP serves as a trusted advisor to managers, a resource to employees, and a partner in culture stewardship. This role is responsible for proactively identifying HR needs, solving complex people challenges, and advancing employee development initiatives that support engagement, growth, and retention. The HRBP builds internal partnerships across the organization and collaborates closely with the broader HR team to deliver programs and services that reflect organizational values and goals. Maintaining a high level of business acumen is essential, including financial performance, operational priorities, and cultural dynamics. This role requires a balance of systems thinking, operational excellence, and relational effectiveness to support the organization’s evolving people strategy.

  • Location: Van Nuys, CA
  • Compensation: $114,100.00 – $141,00.00; Eligible for comprehensive benefits including medical, dental and vision.

Duties and Responsibilities

  • Serve as the primary HR contact for designated business units; conduct regular meetings with business leaders to build rapport, understand challenges, and provide proactive guidance.
  • Provide strategic and practical HR support, including employee relations, organizational design, performance management, and talent development.
  • Manage and resolve complex employee relations matters; conduct thorough, fair, and timely investigations and recommend solutions that align with company values and legal compliance.
  • Interpret and apply HR policies, procedures, and labor laws consistently and equitably, partner with legal counsel when appropriate.
  • Provide performance coaching to leaders and managers to support accountability, team effectiveness, and individual growth.
  • Collaborate with leaders to foster a positive work environment by identifying drivers of engagement, addressing friction points, and promoting recognition and inclusion.
  • Assist in organizational changes, restructures, workforce planning, and succession planning, ensuring thoughtful execution and employee impact mitigation.
  • Identify and address training and development needs within business units; support the design, delivery, and follow-up of learning initiatives.
  • Support the performance review process, helping leaders apply fair evaluation practices and translate feedback into actionable development plans.
  • Partner with HR team members on program design and rollout related to onboarding, integration, benefits, and employee experience.
  • Coordinate and support all stages of the employee lifecycle within assigned business units, including hiring, onboarding, job changes, and offboarding.
  • Monitor and analyze HR metrics and trends to identify and drive data-informed decisions and recommend improvements to HR programs and business practices.
  • Assist with compensation planning, salary reviews, and pay equity practices; ensure job changes and compensation adjustments are appropriately documented.
  • Maintain accurate records in HRIS systems and prepare reports as needed to support compliance and decision-making.
  • Monitor compliance with federal, state, and local employment laws and maintain relevant documentation, including EEO/AA reporting.
  • Contribute to the continuous improvement of HR services, tools, templates, and workflows in collaboration with the broader HR team.
  • Participate in team meetings, strategic planning sessions, and cross-functional initiatives as required. – Perform other HR duties and special projects as assigned.

Competencies and Skills

  • Create strong customer relations and deliver customer-centric solutions.
  • Take on new opportunities and challenges with a sense of urgency and enthusiasm.
  • Work collaboratively with others to meet shared objectives.
  • Communicate a clear understanding of the needs of varied audiences and modes.
  • Gain the trust and confidence of others through honesty, integrity, and authenticity.
  • Make well-informed, timely decisions that keep the organization moving forward.
  • Hold self and others accountable to commitments.
  • Be results-driven, consistently achieving objectives.
  • Be interpersonally savvy, relating openly and comfortably to all people.
  • Build teams that apply their diverse perspectives to achieve common goals.
  • Use feedback and reflection to gain self-awareness of strengths and weaknesses.

Essential Job Functions

  • Ability to operate designated technology devices and programs.
  • Ability to work in the designated office and its environment as well as indoor and outdoor environments within airports including airside facilities, land side facilities, and terminal buildings.
  • Must be able to communicate verbally and in writing with internal and external stakeholders in a variety of small and large group settings.
  • If needed, must have a reasonable space to work from home/remotely with appropriate office set up.
  • Ability to work extended hours and in a flex schedule to meet the demands of the position.
  • Able to comply with any and all safety requirements necessary to perform the job safely.
  • Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state, and local standards.

Travel Expectations

Travel can be as high as 10% of work time. Travel may occur seven days per week with possible prolonged overnight stays in national and international locations. A current passport and other possible travel documentation may be required.

Required Education and Experience

  • Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, OR a combination of equivalent education and professional experience will be considered.

  • Required minimum of seven years of progressive HR experience, including direct work in:

    • Employee relations

    • Performance management

    • HR advisory/partnering

  • Proven ability to balance both strategic and transactional HR responsibilities.
  • Strong organizational and time-management skills; able to manage multiple priorities independently
  • Demonstrated ability to assess data, identify patterns, and make evidence-based recommendations
  • High level of integrity and confidentiality in handling sensitive employee information
  • Proficiency in Microsoft Office Suite, especially Excel and Word (intermediate–advanced)
  • Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)
  • Experience supporting operational leaders or working within complex, fast-paced environments
  • Prior experience in aviation, transportation, or other safety-regulated industries
  • Experience using HRIS platforms (Workday preferred) to maintain data integrity and generate reports
  • Experience coordinating employee leaves of absence while ensuring compliance with applicable laws
  • Demonstrated commitment to improving the employee experience and People Operations service delivery.

** Must pass pre-employment drug testing and background check.

Disclaimer Statement
Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice. This job description may not cover or contain a comprehensive listing of all assigned activities, duties, or responsibilities, and may be amended at any time. Employees may be required to perform other job-related assignments as requested.

Americans with Disabilities Act (ADA) Statement
In compliance with the Americans with Disabilities Act (ADA), Clay Lacy Aviation provides reasonable accommodation when requested by qualified individuals with disabilities unless such accommodation would cause an undue hardship. We encourage both prospective and current employees to discuss potential accommodation with a representative of the Office of Human Resources.

Equal Employment Opportunity (EEO) Statements
Clay Lacy Aviation provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.