Human Resource Business Partner

  Job Title: Human Resources Business Partner II Location: Orlando Compensation: $60,000 -$70,000 plus 15% bonus Reports to: Regional HR Manager   Who We Are OTG has elevated the dining and retail experience for travelers by bringing together world-class hospitality, award-winning dining concepts, and forward-thinking technology. With more than 300 locations across North America’s busiest airports, we are driven by a passion for exceptional guest experiences—powered by our people.   We put our crewmembers first, investing in growth, development, and an inclusive culture where everyone can thrive.   How We Work Our values—Care, Continuous Improvement, Quality, and Teamwork—guide how we lead, collaborate, and deliver results. We are committed to building a workplace where people feel respected, empowered, and accountable.   Why This Role Matters The HR Business Partner is a strategic advisor to operations leadership, responsible for translating business strategy into actionable people strategies that drive measurable outcomes. This role sits at the intersection of talent, operations, and financial performance, ensuring the organization has the workforce, leadership capability, and culture required to scale and succeed.   You will use data, business insight, and HR expertise to influence decision-making, optimize workforce performance, and strengthen organizational health.   What You’ll Do 1. Drive Business-Aligned People Strategy Partner with operations leaders to align workforce strategy with business goals, including growth, labor efficiency, and service excellence Translate business priorities into people initiatives with measurable ROI Influence leadership decisions using data, insights, and workforce trends   2. Lead Workforce Planning & Labor Optimization Develop and execute strategic workforce plans (headcount, structure, cost models) Analyze labor performance, attrition, and productivity to identify opportunities for optimization Partner with leaders to balance labor cost, service levels, and employee experience   3. Build Leadership Capability & Talent Pipelines Coach and develop frontline and senior leaders to improve performance, engagement, and accountability Drive robust succession planning and internal mobility strategies Identify critical roles and accelerate readiness of future leaders       4. Enable a High-Performance Culture Strengthen performance management practices, including goal-setting, feedback, and accountability Support leaders in managing low performance and recognizing high performers Drive initiatives that improve engagement, retention, and team effectiveness   5. Leverage Data & Analytics Use HR analytics and dashboards to generate actionable insights on workforce trends Monitor key metrics (turnover, absenteeism, productivity, engagement) and recommend solutions Establish a data-driven approach to decision-making across the business   6. Lead Employee & Labor Relations Strategy Serve as a trusted advisor on complex employee relations matters and risk mitigation Manage investigations and ensure consistent, fair, and compliant outcomes Partner with leadership and legal on union relationships, CBAs, and labor strategy Support grievance processes and escalations where applicable   7. Drive Change & Organizational Effectiveness Lead and support organizational design, restructuring, and transformation initiatives Drive adoption of new processes, systems, and ways of working Ensure leaders are equipped to navigate change effectively   8. Governance, Compliance & HR Excellence Ensure compliance with employment laws, policies, and regulatory requirements Guide consistent application of HR policies and processes Maintain best-in-class standards in documentation, investigations, and employee lifecycle management   Qualifications Bachelor’s degree in Human Resources, Business, or related field 3+ years of progressive HR experience, including HRBP or equivalent role Experience in high-volume, frontline, or multi-site environments (hospitality, retail, or operations strongly preferred) Demonstrated ability to influence leaders and drive business outcomes Strong analytical skills with experience using data to inform decisions Experience with employee relations, labor relations, and union environments preferred Familiarity with HRIS platforms (Dayforce) and workforce management tools   Core Competencies Business acumen & financial mindset Data-driven decision-making Influencing and stakeholder management Change leadership & adaptability Coaching and leadership development Conflict resolution and judgment