HR Business Partner

HR Business

Partner (West)

The HR Business

Partner serves as a trusted advisor to SFO operational leaders and a senior, hands-on resource for employees. The role translates business and contract requirements into practical people solutions while protecting the organization through sound judgment, independent decision-making, consistent employee relations practices and disciplined compliance.

Success requires comfort in a rapidly evolving environment where priorities shift, processes continue to mature and decisions sometimes must be made with incomplete information.

The HR Business

Partner brings structure to ambiguity, develops credible relationships with leaders, employees and union representatives and balances employee experience with operational and contractual needs.

Location

[[JD_HEADING:San Francisco, CA Key Responsibilities]]

Partner with SFO leaders on workforce planning, organizational effectiveness, staffing, performance, retention, employee engagement, succession and change-management priorities.

Independently assess complex employee relations matters, including performance concerns, attendance, conduct, complaints, conflict resolution, corrective action and separations; evaluate legal, contractual and operational risks and advise management on appropriate action.

Lead or oversee complex, objective and well-documented workplace investigations; evaluate evidence and credibility, determine findings, recommend appropriate corrective or preventive action and involve HR leadership or counsel when warranted.

Support a union-represented workforce by interpreting and administering the collective bargaining agreement, preparing for grievance meetings, partnering with labor relations resources and helping leaders maintain constructive labor-management relationships.

Maintain advanced working knowledge of applicable California employment requirements, including wage-and-hour practices, meal and rest periods, leaves, accommodations, protected activity, final pay, personnel records, fair-chance considerations and anti-discrimination and retaliation protections.

Monitor and support compliance with applicable SFO and City-contractor requirements, which may include the Quality Standards Program, Minimum Compensation Ordinance, Healthy Airport Ordinance, Health Care Accountability requirements, workforce-retention obligations, notices and recordkeeping, as applicable to the contract and covered workforce.

Partner with Payroll, Benefits, Talent Acquisition, Operations, Security, Legal and corporate HR colleagues to resolve cross-functional employee issues and deliver a consistent employee experience. Coach leaders to improve communication, accountability, documentation, decision-making and consistent application of company policy and the collective bargaining agreement.

Analyze workforce trends, identify systemic employee relations and operational risks, develop recommendations and advise leadership on changes to workforce practices and policies. Support high-volume hiring, onboarding, employee transitions, contract start-up or stabilization activities and other time-sensitive workforce initiatives.

Create, improve and document scalable HR processes, tools and manager guidance as operational needs emerge. Maintain complete, accurate and confidential employee records and case documentation in accordance with company, contractual and legal requirements.

Minimum Qualifications

• Bachelor's degree in human resources, Business or a related field, or an equivalent combination of education and relevant experience.
• Five or more years of progressive human resources experience, including substantial employee relations responsibility and experience advising operational leaders.
• Demonstrated experience applying California employment and labor requirements in day-to-day HR decisions.
• Experience supporting a union-represented workforce, including CBA interpretation and grievance or labor-relations support.
• Experience conducting complex workplace investigations and preparing clear, defensible documentation.
• Ability to independently prioritize competing demands, make sound decisions with incomplete information and escalate material risk appropriately.
• Strong written, verbal, interpersonal and conflict-resolution skills, with the credibility to communicate effectively at all organizational levels.
• Proficiency with HR information systems, Microsoft Office and workforce reporting tools.

Preferred Qualifications

• Experience supporting an airport, transportation, security, government-contracting or other highly regulated 24/7 operation.
• Knowledge of federal service-contract wage and benefit requirements and experience working with contractual labor standards.
• Experience with ADP Workforce Now, ADP Workforce Manager, high-volume hourly populations, workforce transitions or new-site start-up activity.
• SHRM-CP, SHRM-SCP, PHR, SPHR or comparable human resources certification.

Compensation

Range The anticipated salary range the Employer reasonably expects to pay for this position is $100,000–$115,000 annually .

About Xcelerate Solutions

Founded in 2009 and headquartered in McLean, VA, Xcelerate Solutions (www.xceleratesolutions.com) is one of America's fastest-growing companies. Xcelerate’s culture is defined by our diversified workforce of dynamic and versatile professionals, supported with growth and development opportunities that contribute to individual and company growth.

This strong commitment to our employees has been recognized by our inclusion on the Washington Business Journal’s “50 Best Places to Work” list as well as being a “Great Place to Work” certified company with a 4.6 star, and a 99% CEO approval Glassdoor rating. Come find out why Xcelerate Solutions is one of the DC Metro top employers! Xcelerate Solutions is an Equal Employment Opportunity/Affirmative Action Employer.

We evaluate qualified applicants without regard to race, color, national origin, religion, age, equal pay, disability, veteran status, sex, sexual orientation, gender identity, genetic information, or expression of another protected characteristic.

As part of this commitment to the full inclusion of all qualified individuals, Xcelerate provides reasonable accommodations if needed because of an applicant's or an employee's disability.

Pay Transparency Notice

Xcelerate Solutions will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses.

These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.