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Strong national brand and broad HR leadership raise competition; seniority reduces applicant density.
HR skills are transferable but airline preference and cohort-specific experience increase domain sensitivity.
Explicit 12–15 years requirement, 8+ HRBP experience and leadership mandate make filters highly strict.
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Lead and execute people strategy for a designated business cohort, aligning workforce planning, DEI, and digital adoption with business goals.
Act as a strategic advisor to business unit leaders on talent management, performance cycles, succession planning, and employee engagement.
Lead and mentor a team of HR Business Partners overseeing employee relations, disciplinary actions, HR processes, and culture & change management initiatives.
MBA/PGDM in HR or equivalent degree.
12–15 years total HR experience with at least 8+ years in HR Business Partnering including prior team leadership.
Experience in talent management, organization design, employee relations, and change management required.
Airline industry experience preferred but not mandatory.
Experienced HR leader with proven capability in translating business strategy into people strategies and workforce plans.
Strong data fluency to influence senior leadership through analytics and business acumen linking people to P&L and productivity outcomes.
Demonstrated leadership in managing high-performing HR teams and driving cultural transformation and change management in complex organizations.