Summary

The strategic HR Business Partner serves as a trusted advisor to leaders, aligning people strategies with business objectives to drive organizational performance, engagement, and growth. This role builds strong partnerships across the business, develops a deep understanding of operational priorities, and provides consultative support across all aspects of the Team Member lifecycle, including organizational development, leadership development, talent management, recruitment and retention, performance management, and total rewards. The strategic HR Business Partner collaborates with leaders and HR functions to identify workforce needs, implement talent strategies, enhance organizational effectiveness, and foster an inclusive, high-performing culture. Through data-driven insights, coaching, and strategic partnership, this role helps leaders make informed decisions that support business success while ensuring compliance with employment laws and HR best practices.

Visa Sponsorship Available

No

Minimum Requirements

Combination of Education and Experience will be considered. Must be authorized to work in the US as defined by the Immigration Act of 1986. Must pass a Criminal Background Check.

Education: Bachelor’s Degree

Education Details:

Bachelor's degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or a related field required; or equivalent combination of education and demonstrable experience.

Certification: No

Certification Details:

N/A

Years of Experience:

4 to 6 years of progressive HR experience, including experience partnering with leaders to support business objectives and talent initiatives

Credit Check: No

Valid/Unexpired Passport Book: No

Valid/Unexpired Driver's License: No

• Exceptional interpersonal, consultation, and communication skills with the ability to build effective relationships across all levels of the organization

• Demonstrated ability to understand business priorities and apply HR solutions that support the organizational and talent goals

• Strong knowledge of HR policies, practices, employment law, and talent management

• Experience supporting workforce planning, talent initiatives, organizational development, and change management efforts

• Ability to balance strategic thinking with effective execution in a dynamic environment

• Proven ability to navigate ambiguity, manage competing priorities, and drive results through collaboration and influence

Preferred Requirements

• Experience in aviation, hospitality, transportation, or other complex industries

• Experience leading projects and initiatives across multiple stakeholders is preferred

Job Duties

• Establishes trusting relationships, develops an understanding of the business, including operational drivers (financial, passenger experience, safety, etc.) to facilitate initiatives that drive business objectives. Serves as a trusted advisor to leaders by providing thoughtful perspectives and recommendations that support business outcomes

• Provides consultation and support to our leaders across all aspects of the Team Member lifecycle including:

  • Organizational Development

  • Leadership Development

  • Talent Management

  • Recruitment and Retention

  • Performance Management

  • Total Rewards

• Partners with leaders to identify workforce needs and talent priorities and partners with HR functions to develop HR strategies that support business objectives, organizational effectiveness, and Team Member engagement

• Collaborates with internal stakeholders to implement HR programs, initiatives, policies, and processes that enhance Team Member experience and business performance

• Coaches leaders on performance management, talent development, and team effectiveness while ensuring fair, consistent, and compliant practices

• Supports initiatives designed to strengthen Team Member engagement, retention, inclusion, and organizational culture

• Uses people data, trends, and insights to identify opportunities, address challenges, and support informed decision-making

• Models and fosters a culture of inclusion, learning, and recognition, where all Team Members feel welcomed, valued, and included

• Maintains compliance with federal, state, and local employment laws and regulations, recommends best practices, and consistently reviews current policies and procedures to maintain compliance

• Other duties as assigned

Physical Requirements

The Physical Demands and Work Environment described here are a representative of those that must be met by a Team Member to successfully perform the essential functions of the role. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the role.

Office - While performing the duties of this job, the Team Member is regularly required to stand, sit, talk, hear, see, reach, stoop, kneel, and use hands and fingers to operate a computer, keyboard, printer, and phone. May be required to lift, push, pull, or carry up to 20 lbs. May be required to work various shifts/days in a 24-hour situation. Regular attendance is a requirement of the role. Exposure to moderate noise (i.e. business office with computers, phones, printers, and foot traffic), temperature and light fluctuations. Ability to work in a confined area as well as the ability to sit at a computer terminal for an extended period of time. Some travel may be a requirement of the role.

Essential Services Provider

Allegiant as a national air carrier is deemed an essential service provider during declared national and state emergencies. Team Members will be required to report to their assigned trip or work location during national and state emergencies unless prohibited by local, state or federal order.

EEO Statement

We welcome all individuals from varied backgrounds and experiences to apply. Our company values the unique perspectives and talents that each person brings to our team.

Equal Opportunity Employer: Disability/Veteran

For more information, see https://allegiantair.jobs