HR Business Partner II

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Job Description:

Airbus Commercial is looking for a HR Business Partner II to join our team based in Mobile, Al

The HRBP II operates as a highly influential partner within the business, playing a critical role in optimizing performance by proactively converging business needs into relevant HR solutions. This role navigates complex challenges with a high degree of autonomy while offering impactful guidance, interpretation and a comprehensive understanding of HR to evolving business operations. HRBP II tackles advanced challenges and serves as a mentor within the HRBP function.

Meet the Team:

Working in our Human Resources department, it’s our mission to help support Airbus’ greatest assets: our team members. Our team works cross-departmentally as well as with our global counterparts to ensure we are making a positive impact on all aspects of our employee experience.

Your Working Environment:

Nearby on ‘Airbus Way’ you will find the Airbus U.S. Manufacturing Facility for commercial aircraft. Opened at the Mobile Aeroplex at Brookley in 2015, the facility produces A320 Family aircraft and added a second product line for the A220 in 2019. The facility, which strengthens the U.S. aerospace industry, is part of Airbus’ strategy to enhance its global competitiveness by meeting the growing needs of its customers in the United States and beyond.

How We Care for You:

• Financial Rewards: Competitive base salary, incentive compensation which may include profit sharing schemes, retirement savings plan and the ability to participate in an Employee Stock Ownership Plan (“ESOP”)
• Work/Life Balance: Paid time off including personal time, holidays and a generous paid parental leave program.
• Health & Welfare: Comprehensive insurance coverage including medical (traditional and high-deductible health plans), prescription, dental, vision, life, disability, Employee Assistance Plan (“EAP”) and other supplemental benefit coverages. 
• Individual Development: Upskilling and development opportunities through our global Leadership University, including unlimited access to 10,000+ e-learning courses focusing on ways to develop your employability, certifications, career path as well as the opportunity to participate in accelerated development programmes and both national and international mobility.

Your Challenges:

Your Challenges:
Guiding and Influencing Strategic Planning: 25%

• Establish robust partnerships with leaders creating an opportunity to strategically influence decision making.
• Identify HR challenges and opportunities within the assigned business area and actively contribute to the development of solutions.   
• Proactively shape and influence business goals from an HR Perspective.
• Contribute to the development and implementation of the People strategy within the assigned business area.
• Provide counsel and guidance on complex people-related matters, including organizational design, workforce planning, and leadership effectiveness.
• Mitigate risks by foreseeing potential issues and skillfully de-escalating conflicts. Directly contributing to problem solving and solution development.
• Proactively address emerging challenges and foster harmonious workplace relationships through effective conflict resolution.
• Leverage advanced data analytics to identify trends and provide data driven recommendations to business leaders.
• Translating data into actionable insights.
• Demonstrate independent judgement and decision making in a sphere of influence in accordance with policies and procedures.
• Strategically balance support for business objectives with employee advocacy.

Employee Relations : 25%

• Deliver High Quality Customer focused Service.
• Champion and demonstrate a high level of personal integrity and ethics.
• Actively engage and listen to employees, responding appropriately and in a timely manner.
• Conduct comprehensive investigations related to HR Matters, documenting and reporting all findings. Sharing recommended outcomes and actionable solutions created in conjunction with the HR Director.
• Participates in initiatives to proactively build community relationships for workforce development programs.
• Conduct focus groups, exit interviews and administer employee engagement surveys.
• Resolves routine management and/or employee issues by investigating complaints and concerns, mediating, evaluating, and independently offering possible courses of action/innovative solutions providing advice, guidance, and direction that is consistent with standards, practices, policies, procedures, regulations, or government law.
• Coaches and consults managers on effective performance management practices, helping them to address performance gaps, conduct reviews, and foster high-performing teams.
• Contributes to fostering a positive workplace culture and supporting employee engagement initiatives at a deeper, more influential level.
• Ensuring compliance with advanced labor laws and regulations, mitigating organizational risk.
• Provides comprehensive HR policy guidance and interpretation, ensuring full compliance with relevant federal, state, and local laws, thereby protecting the interests of both the business and employees.
• Proactively identifies potential risk areas and de-escalates conflicts whenever possible.
• Deliver comprehensive coaching and strategic counsel on HR matters, empowering managers and developing employees.
• Contribute to employee retention strategies

Recruitment and Talent Management: 25%

• Engage in workforce planning and development initiatives.
• Collaborating on hiring strategies, overseeing job descriptions, participating in screening and interviewing to ensure new hires align with business needs.
• Facilitate the integration of new employees.
• Contribute to a smooth onboarding experience for new team members.
• Help future-proof the organization by developing current talent for evolving needs.
• Contribute to building a robust talent pipeline through succession planning.
• Aid in establishing strategies for future leadership and critical roles.
• Guide managers in effective performance management practices, including identifying opportunities for development.
• Contribute to the design of professional development plans and training programs that support organizational goals.
• Enhance performance management through coaching managers, identifying development opportunities, defining training needs, crafting career development plans, and aligning learning initiatives with strategic business goals.
• Collaborates with and supports the centralized recruiting team in delivery of strategic staffing solutions in support of recruiting goals.
• Partners with management, to include face to face meetings, to efficiently and effectively fill open positions including screens applicants and/or conducting prescreening interviews for position requirements.
• Conducts regular follow-up with management to determine the effectiveness of recruiting plans and implementation.
• Focus on long-term talent development and leadership coaching.
• Driving talent management initiatives, including leadership development, succession planning, and high-potential programs.

Change Management, Regional Projects, Programs and Processes:20%

• Drive innovative solutions and foster creative problem-solving to lead change management efforts, ensuring seamless transitions for teams.
• Proactively identify and address potential resistance to change, considering the organizational culture and business landscape.
• Synthesize business requirements and departmental goals into actionable insights for COEs to ensure design solutions are fit-for-purpose.
• Serve as the strategic liaison between COEs and business units, translating operational needs into scalable HR programs that drive organizational performance.
• Build strong interpersonal connections to gather feedback and cultivate organizational buy-in.
• Foster collaborative relationships to solicit diverse perspectives and gain commitment for initiatives.
• Contribute to the HR Community’s collaborative ecosystem by engaging in cross-functional and inter-divisional HR efforts, ensuring seamless communication and fostering collaboration on projects, planning, and programs.
• Contribute to the HR community's collaborative ecosystem, enhancing communication and teamwork.
• Support operational efficiency by simplifying intricate HR workflows.
• Champion the adoption and skillful application of new HR information technology tools, sharing leading practices across the HR function.
• Become proficient in and advocate for innovative HR tech solutions, Drive specific projects and lead efforts to enhance operational processes as needed.
• Conduct training sessions to ensure effective communication and understanding of new processes and procedures.
• Create connections between people to get feedback and generate buy in.
• Utilizing HR data and analytics to inform business decisions and measure the impact of HR initiatives.
• Lead process improvements and projects as identified.
• Play a more active role in organizational design, helping business units restructure, optimize teams, and improve overall effectiveness. This might involve leading initiatives to enhance team dynamics or improve cross-functional collaboration.

Other duties as assigned: 5%

Your Boarding Pass:

• Bachelor’s degree in a relevant field or combination of education and appropriate work experience.
• 6 years of progressive HR experience in a CoE or generalist role.
• Proficient in HRIS tools like ADP, Workday or SAP.
• Demonstrated ability to manage stakeholder expectations.
• Working knowledge of federal, state and local employment law, and HR regulations.
• 3 years of experience in Aerospace, preferred.
• 3 years of experience working in a multi-functional international environment, preferred.

Preferred Licensure/Certifications

• PHR or SHRM-CP

Travel Required

• 10% Domestic and International

Citizenship

Authorized to Work in the US

Physical Requirements

• Onsite 100%
• Vision: Daily able to see and read computer screen and other electronic equipment with screens, able to read documents, reports and engineering drawings.
• Hearing: Daily able to hear to participate in conversations in person and via teleconference or phone and to hear sounds on production floor including safety warnings or alarms.
• Speaking: Daily able to speak in conversations and meetings, deliver information and participate in communications.
• Equipment Operation (personal computer, telephone, copies, fax machine, and related office equipment and using electronic identification card to enter building floors and internal doors): Daily able to operate most office and personal electronic equipment and some tools including production tools such as hydraulic lifts.
• Carrying: Several times a week able to carry documents, tools, drawings, electronic equipment up to 30lbs/14kgs.
• Lifting: Several times a week able to lift documents, tools, drawings, electronic equipment up to 30lbs/14kgs.
• Pushing / Pulling: Several times a week able to push and pull small office furniture and some equipment and tools.
• Sitting: Daily able to sit for long periods of time in meetings, working on computer.
• Squatting / Kneeling: Several times a month able to squat or kneel to retrieve or replace items stored on low shelving.
• Standing: Daily able to stand for discussions in offices or on production floor.
• Travel: Rarely able to travel independently and at short notice.
• Walking (include routine walking such as to a shared printer to retrieve documents): Daily able to walk through office and production areas including uneven surfaces.
• Appropriate hearing/eye protection may also be required when visiting the shop floor

This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company’s success, reputation and sustainable growth.

Company:

Airbus Americas, Inc.

Employment Type:

US - Direct Hire

Experience Level:

Professional

Remote Type:

On-site

Job Family:

HR Business Partnership

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Job Posting End Date: 10.06.2026Airbus provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. In addition to federal law requirements, Airbus complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, demotion, termination, layoff, recall, transfer, leaves of absence, compensation, benefits and training. Airbus expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. As a matter of policy, Airbus does not sponsor visas for US positions unless specified. Only applicants with current work authorization will be considered. Airbus does not offer tenured or guaranteed employment. Employment with Airbus is at will, meaning either the company or the employee can terminate the employment relationship at any time, with or without cause, with or without notice. Airbus reserves the right to revise or change job duties and responsibilities as the need arises. This position description does not constitute a written or implied contract of employment.

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Airbus is committed to achieving workforce diversity and creating an inclusive working environment. We welcome all applications irrespective of social and cultural background, age, gender, disability, sexual orientation or religious belief.

Airbus is, and always has been, committed to equal opportunities for all. As such, we will never ask for any type of monetary exchange in the frame of a recruitment process. Any impersonation of Airbus to do so should be reported to [email protected].