Why Work for Frontier Airlines?
At Frontier, we believe the skies should be for everyone. We deliver on this promise through our commitment to Low Fares Done Right. This is more than our tagline - its our driving philosophy. Every member of Team Frontier has an important role to play in bringing this vision to life. Our successful business model allows travelers to take advantage of our fast-growing route network while our bundled and unbundled pricing options allow our customers to personalize their travel experience and only pay for the services they need – saving them money along the way.
What We Stand For
Low Fares Done Right is our mission and we strive to bring it to life every day. Our ‘Done Right promise means delivering not only affordable prices, but making travel friendly and easy for our customers. To do this, we put a great deal of care into every decision and action we take. We must be efficient with the use of our resources and make smart decisions about how we run our business. We must also innovate and be pioneers - were not afraid to try new things. While our business requires us to fly high in the air, we also consider ourselves down-to-earth in our approach, creating a warm and friendly experience that truly demonstrates Rocky Mountain Hospitality.
Work Perks
At Frontier, we like to think were creating something very special for our team members. Work is why were here, but the perks are nice too:
Flight benefits for you and your family to fly on Frontier Airlines.
- Buddy passes for your friends so they can experience what makes us so great.
- Discounts throughout the travel industry on hotels, car rentals, cruises and vacation packages.
- Discounts on cell phone plans, movie tickets, restaurants, luggage and over 2,000 other vendors.
- Enjoy a ‘Dress for your Day business casual environment.
- Flexible work schedules that support work/life balance.
- Total Rewards program including a competitive base salary, short term incentives, long-term incentives, paid holidays, 401(k) plan, vacation/sick time and medical/dental/vision insurance that begins the 1st of the month following your hire date.
- We play our part to make a difference. The HOPE League, Frontier Airlines non-profit organization, is dedicated to providing employees financial assistance during catastrophic hardship.
Who We Are
Frontier Airlines is committed to offering ‘Low Fares Done Right to more than 100 destinations and growing in the United States, Canada, Dominican Republic and Mexico on more than 350 daily flights. Headquartered in Denver, Frontiers hard-working aviation professionals pride themselves in delivering the companys signature Low Fares Done Right service to customers. Frontier Airlines is the proud recipient of the Federal Aviation Administrations 2018 Diamond Award for maintenance excellence and was recently named the industrys most fuel-efficient airline by The International Council on Clean Transportation (ICCT) as a result of superior technology and operational efficiencies.
What Will You Be Doing?
The HR Business Partner acts as a resource to units in assigned areas by providing on-site advice, assistance and direction in the management of human resources. This includes unit organizational structure, staffing, utilization of staff, performance management, employee relations, mediation, facilitation, administrative processes and equal employment opportunity. Assists employees with questions and concerns, helping to ensure fair and consistent treatment. Identifies needs and performs special assignments and creates / recommends programs that enhance human resource client services.
Essential Functions
Employee Relations and Management Advisory Services:
- Provide business leadership, direction and guidance to support strategic direction and growth for all assigned organizational units.
- Provide management and employees with information and interpretation of human resource policies, rules and procedures.
- Provide advice and counsel to employees and management in exploring alternatives for resolution of work-related problems affecting the employer-employee relationship.
- Investigate and assist in the mediation of employee complaints and appeals using corporate or collective bargaining processes.
- Conduct investigations related to claims of harassment or discrimination and make recommendations for resolution.
- Provide counsel and direction for the prevention and resolution of disciplinary problems. Coordinate with management to determine if sufficient cause exists to proceed with corrective action.
- Conducts research and analysis concerning issues and problems related to human resource management.
- Recommend or initiate programs or actions to resolve problems and enhance client service.
- Coordinate staffing and recruitment efforts for assigned organizational areas. This includes conferring with managers to determine staffing needs, developing recruiting plans and providing coaching on the hiring process, interviewing methodology and employment laws.
Organization Development:
- Meet with organization personnel at all levels to facilitate effective interpersonal communication and to ascertain human relations and work-related problems that adversely affect employee morale and organization productivity.
- Develop effective remediation techniques and conduct informal training for management and employees in human relations skills including supervision, conflict resolution, interpersonal communication and effective group interaction.
- Operate as an organization leader and internal consultant to management in the identification, development and implementation of effective management practices.
- Evaluate business initiatives to determine appropriate organizational effectiveness interventions needed to meet organizational goals, focusing on Company values and philosophies.
- Confer with management to develop strategies for implementing change and encouraging employee acceptance of new structures and processes.
- Facilitate team building workshops, exercises or programs to enhance the effectiveness and productivity of teams.
Qualifications
- Bachelors Degree in Human Resources Management, Business or related discipline; combination of education and relevant experience considered in lieu of degree
- Minimum 4 years of experience as a Human Resource Generalist, or equivalent related corporate experience
- Minimum 5 years of progressively responsible experience in Human Resources role(s)
Knowledge, Skills and Abilities
- Thorough knowledge of the principles, practices and procedures of human resources management in the areas of employment, employee relations, employee development and organization development
- Strong knowledge of federal, multi-state and local laws and regulations related to human resources and equal employment opportunity
- Skill in analyzing human resource and management problems and devising effective solutions
- Skill in project management, planning, organizing and prioritizing work assignments to manage a high-volume workload in a fast-paced and changing environment
- Ability to communicate effectively in verbal and written mediums, including preparing and delivering complex correspondence, reports, presentations and proposals
- Ability to solve practical problems and handle a variety of variables in situations where only limited guidelines exist
- Ability to read, analyze and interpret a variety of policies, procedures, labor contracts, statistical data, regulations and professional publications in order to propose changes that increase management effectiveness
- Ability to effectively present information and respond to questions from management, employees and clients
Equipment Operated
Standard office equipment, including PC, copier, fax machine, printer
Work Environment
Typical office environment, adequately heated and cooled
Physical Effort
Generally, not required.
Supervision Received
General Direction: The incumbent normally receives little instruction on day-to-day work and receives general instructions on new assignments.
Positions Supervised
Salary Range $81,752- $108,511
Please note: this posting has a closing date of 5/3/2024, midnight MT.
Workplace Policies
At Frontier Airlines, we wholeheartedly support and have a strong commitment to Equal Employment Opportunity (EEO) and Affirmative Action. Frontier is committed to providing equal employment opportunities for all persons regardless of race, color, religion, gender, gender variance, sexual orientation, age, genetic information, martial status, national origin, citizenship status, disability, military, veteran status, and any other basis protected by federal, state, or local laws.
Diversity is an essential part of our success. Our company flourishes because of the unique backgrounds, skills and ideas that our team members contribute every day. We salute and actively recruit veterans. Military experience is valuable and transferable to many of the positions essential to the operations of our airline.
Frontier Airlines is a Zero Tolerance Drug-Free Workplace. All prospective DOT safety-sensitive employees are subject to pre-employment testing for the following drugs and their metabolites: Marijuana, Cocaine, Amphetamines, Opioids and Phencyclidine (PCP). Further, any DOT safety-sensitive job applicant who is found to have tested positive on any required drug or alcohol test at a former employer will be considered ineligible for employment with Frontier.
Disclaimer: The above statements are intended only to describe the general nature and level of work required of the referenced position; they are not intended to be an exhaustive list of all responsibilities, duties, and skills required of individuals in this position. Please be advised that duties and expectations of this position may be subject to change.
