Overview

Join Our Team! Join Our Team!Location: Seattle-Tacoma International Airport (SEA) Seattle, WA On-SiteCompensation: $100,000-$105,000 + Bonus EligibleSchedule: Full-Time ExemptCompensation & Benefits$100,000-$105,000 annual salary, based on experienceBonus eligibilityMedical, Dental, and Vision InsuranceBasic Life & AD&D InsuranceEmployee Assistance Program (EAP)Voluntary Benefits including Life Insurance, Accident, Critical Illness, Hospital Indemnity, and Pet InsuranceSSP 401(k) Plan with Company MatchPaid Time Off (PTO)Paid HolidaysPaid Sick Leave Career Growth & Internal Development Opportunity to support one of SSP America's largest and most complex airport operations. Direct partnership with Regional People Leadership, Legal, Labor Relations, Operations Leadership, and Corporate Centers of Excellence. Exposure to complex employee relations, labor relations, organizational development, and strategic business initiatives. Participate in enterprise-wide projects, leadership development initiatives, and cross-functional partnerships. Career advancement opportunities into Regional People Leader, Director, and Corporate Center of Excellence roles. Scope of the Role: Primary responsibility for Seattle-Tacoma International Airport (SEA), with support for Portland (PDX) and Spokane (GEG).Supports multiple restaurant concepts, including proprietary, local, and national brands.Supports both union and non-union operations.Partners with multiple Directors of Operations, General Managers, and operational leadership teams.Approximately 20% travel within the region.Serves as the primary Human Resources Business Partner for assigned airports. Strategic PartnershipServe as the primary Human Resources Business Partner to airport operations leadership, participating in business planning, workforce planning, staffing strategy, operational reviews, labor planning, and leadership discussions.Translate operational goals into people strategies that improve staffing, engagement, retention, leadership capability, and organizational effectiveness.Lead change management initiatives, employee communications, and organizational transitions while partnering with Regional and Corporate People teams.Partner with Operations leadership to understand labor costs, productivity, staffing levels, and business trends, using workforce insights to improve operational performance.Build trusted partnerships with operational leaders by providing strategic guidance, coaching, and practical business solutions. Employee & Labor RelationsCoach leaders on employee relations, performance management, attendance, corrective action, documentation, and leadership effectiveness while conducting complex workplace investigations and ensuring consistent application of company policy.Lead workplace investigations involving employee misconduct, harassment, discrimination, policy violations, and performance concerns while preparing well-supported employment recommendations.Administer grievances, interpret collective bargaining agreement provisions, manage day-to-day union interactions, and partner with Labor Relations on escalated matters and bargaining strategy.Partner with Legal and Employee Relations regarding agency charges, unemployment claims, demand letters, audits, and other employment-related matters. Scope of the Role Continued: Talent & Leadership DevelopmentCoach and develop General Managers, Assistant Managers, and Operations leaders on leadership behaviors, accountability, employee engagement, and performance management.Lead succession planning, talent reviews, leadership development, and internal mobility initiatives.Partner with Talent Acquisition on recruiting strategies, interviewing, workforce planning, onboarding, and retention initiatives.Support employee engagement, recognition programs, organizational development, and culture-building initiatives. ComplianceEnsure compliance with federal, state, and local employment laws while balancing operational needs, emplo