Find your future at United We’re reinventing what our industry looks like, and what an airline can be – from the planes we fly to the people who fly them. When you join us, you’re joining a global team of 100,000 connected by a shared passion with a wide spectrum of experience and skills to lead the way forward.

Achieving our ambitions starts with supporting yours. Evolve your career and find your next opportunity. Get the care you need with industry-leading health plans and best-in-class programs to support your emotional, physical, and financial wellness. Expand your horizons with travel across the world’s biggest route network. Connect outside your team through employee-led Business Resource Groups.

Create what’s next with us. Let’s define tomorrow together.

At United, we offer more than jobs, we build careers. Our HR team is passionate about growing a workplace where everyone can thrive. We empower our team members to pursue unique career paths, promote a culture where all employees feel empowered to a make a measurable difference in our success, and value the achievements and advancement of our organization. Join our team and chart your own uniquely United career journey

Key Responsibilities:

The aim of the business partner model is to help HR professionals integrate more thoroughly into business processes and to align their day-to-day work with business results. The HR Partner is an inspiring leader that aligns HR strategies with the business unit objectives by partnering with functional business teams to establish and implement HR programs/initiatives that foster organizational and people development and achieve the business teams’ goals. The HR Partner is skilled in building effective partnerships with all levels of employees and has a demonstrated history of driving successful programs that contribute to the business results. Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis and problem solving.

Strategic partnership and Alignment Formulate partnerships across the organization to deliver valuable HR service to leaders and employees that help achieve the strategic objectives of the organization

Maintain a high level of business literacy about the business unit’s core function, financial position, mid-range plans, culture and competitionTeam with Talent Acquisition on growing our diverse, inclusive, and equitable workplace

Thought Leadership Analyze business unit trends and metrics to develop solutions, programs and policies to improve HR’s contribution to the organization’s goals

Organizational Effectiveness Partner with the business unit to assess and effectively address human resources needs in areas such as organizational design, performance management, compensation, and career, competency and leadership development

Assess and anticipate HR related needs to create and implement solutionsActively support discussions and transfer of standard processes from different functions in the organization

Organizational Design Provide guidance and input on business unit restructures, workforce planning, and succession planning

HR Generalist Establish and maintain strong business partnerships with leadership and employees at all levels of the organization

Work closely with management and employees to improve work relationships, build morale, and increase productivity and retentionManage and resolve complex employee relations issuesProvide day-to-day performance management advisory to leaders (coaching, counseling, career development, disciplinary actions)Manage HR projects cross-functionally, as neededMaintain in-depth knowledge of legal requirements related to day-to-day management of employees, appropriately reducing legal risks and ensuring regulatory complianceCollaborate with legal department as needed/requiredProvide HR Policy guidance and interpretation in dealing with employee relations issues

Development Work with leadership to guides talent, performance and compensation management processes to enable people to build the capabilities our business values, and assesses their impact on organizational effectiveness

Take initiative to identify training needs for business unitsParticipate in the evaluation and monitoring of training programs successAssist in the identification of key and high potential employees and collaborate on development plans to increase their organizational impact and provide future talent

Find your future at United We’re reinventing what our industry looks like, and what an airline can be – from the planes we fly to the people who fly them. When you join us, you’re joining a global team of 100,000 connected by a shared passion with a wide spectrum of experience and skills to lead the way forward.

Achieving our ambitions starts with supporting yours. Evolve your career and find your next opportunity. Get the care you need with industry-leading health plans and best-in-class programs to support your emotional, physical, and financial wellness. Expand your horizons with travel across the world’s biggest route network. Connect outside your team through employee-led Business Resource Groups.

Create what’s next with us. Let’s define tomorrow together.

At United, we offer more than jobs, we build careers. Our HR team is passionate about growing a workplace where everyone can thrive. We empower our team members to pursue unique career paths, promote a culture where all employees feel empowered to a make a measurable difference in our success, and value the achievements and advancement of our organization. Join our team and chart your own uniquely United career journey

Key Responsibilities:

The aim of the business partner model is to help HR professionals integrate more thoroughly into business processes and to align their day-to-day work with business results. The HR Partner is an inspiring leader that aligns HR strategies with the business unit objectives by partnering with functional business teams to establish and implement HR programs/initiatives that foster organizational and people development and achieve the business teams’ goals. The HR Partner is skilled in building effective partnerships with all levels of employees and has a demonstrated history of driving successful programs that contribute to the business results. Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis and problem solving.

Strategic partnership and Alignment Formulate partnerships across the organization to deliver valuable HR service to leaders and employees that help achieve the strategic objectives of the organization

Maintain a high level of business literacy about the business unit’s core function, financial position, mid-range plans, culture and competitionTeam with Talent Acquisition on growing our diverse, inclusive, and equitable workplace

Thought Leadership Analyze business unit trends and metrics to develop solutions, programs and policies to improve HR’s contribution to the organization’s goals

Organizational Effectiveness Partner with the business unit to assess and effectively address human resources needs in areas such as organizational design, performance management, compensation, and career, competency and leadership development

Assess and anticipate HR related needs to create and implement solutionsActively support discussions and transfer of standard processes from different functions in the organization

Organizational Design Provide guidance and input on business unit restructures, workforce planning, and succession planning

HR Generalist Establish and maintain strong business partnerships with leadership and employees at all levels of the organization

Work closely with management and employees to improve work relationships, build morale, and increase productivity and retentionManage and resolve complex employee relations issuesProvide day-to-day performance management advisory to leaders (coaching, counseling, career development, disciplinary actions)Manage HR projects cross-functionally, as neededMaintain in-depth knowledge of legal requirements related to day-to-day management of employees, appropriately reducing legal risks and ensuring regulatory complianceCollaborate with legal department as needed/requiredProvide HR Policy guidance and interpretation in dealing with employee relations issues

Development Work with leadership to guides talent, performance and compensation management processes to enable people to build the capabilities our business values, and assesses their impact on organizational effectiveness

Take initiative to identify training needs for business unitsParticipate in the evaluation and monitoring of training programs successAssist in the identification of key and high potential employees and collaborate on development plans to increase their organizational impact and provide future talentWhat’s needed to succeed (Minimum Qualifications): 4 years of experience in general HR management and/or a business partner roleBroad knowledge of Employee Relations, Labor Relations, Conflict Resolution and Organizational EffectivenessFamiliarity with employment laws and regulationsStrong analytical skills and the ability to translate business partners’ needs and goals and apply HR solutions needed to achieve resultsExcellent business partner management and business acumen skillsSuccessful influencing skillsStrong interpersonal and negotiation skillsAbility to work collaboratively in a team environmentExcellent verbal and written communication skillsExperience in employee development, coaching, organizational design, recruiting, compensation, employee relations, training, and HR project management and program executionHR business acumen - able to diagnose problems and identify and drive appropriate solutionsAbility to function and thrive in a fast-paced environmentAbility to build trusted relationships through all levels of the organizationMust be legally authorized to work in the United States for any employer without sponsorshipSuccessful completion of interview required to meet job qualificationReliable, punctual attendance is an essential function of the positionWhat will help you propel from the pack (Preferred Qualifications):PHR or SHRM-CPWhat’s needed to succeed (Minimum Qualifications): 4 years of experience in general HR management and/or a business partner roleBroad knowledge of Employee Relations, Labor Relations, Conflict Resolution and Organizational EffectivenessFamiliarity with employment laws and regulationsStrong analytical skills and the ability to translate business partners’ needs and goals and apply HR solutions needed to achieve resultsExcellent business partner management and business acumen skillsSuccessful influencing skillsStrong interpersonal and negotiation skillsAbility to work collaboratively in a team environmentExcellent verbal and written communication skillsExperience in employee development, coaching, organizational design, recruiting, compensation, employee relations, training, and HR project management and program executionHR business acumen - able to diagnose problems and identify and drive appropriate solutionsAbility to function and thrive in a fast-paced environmentAbility to build trusted relationships through all levels of the organizationMust be legally authorized to work in the United States for any employer without sponsorshipSuccessful completion of interview required to meet job qualificationReliable, punctual attendance is an essential function of the positionWhat will help you propel from the pack (Preferred Qualifications):PHR or SHRM-CP