Human Resources Manager

Join Our Team!

Location: George Bush Intercontinental Airport (IAH) | Houston, TX | On-Site

Compensation: $82,000 - $90,000 + Bonus Eligible

Schedule: Full-Time | Exempt

Compensation & Benefits

$82,000 - $90,000 annual salary, based on experience

Bonus eligibility

Medical, Dental, and Vision Insurance

Basic Life & AD&D Insurance

Employee Assistance Program (EAP)

Voluntary Benefits including Life Insurance, Accident, Critical Illness, Hospital Indemnity, and Pet Insurance

SSP 401(k) Plan with Company Match

Paid Time Off (PTO)

Paid Holidays

Paid Sick Leave

Career Growth & Internal Development

SSP America promotes from within, and this role is built as a launch point into Regional People Leader, Director, and Center of Excellence positions

Expanding scope is built into the job itself, growing from one airport to three airports and from 12 units to 18 units

Direct exposure to both union and non-union environments, which broadens your labor relations skill set faster than a single-site role

Access to company-sponsored certification support, leadership development programming, and mentorship from senior HR leaders

Cross-functional visibility with Talent Acquisition, Total Rewards, Payroll, and Operations leadership at the Support Center

About the Role

At SSP America, our People Leaders are business partners first. We work alongside operations leaders to build exceptional teams, strengthen leadership capability, create engaging workplace cultures, and drive measurable business performance.

This is not a transactional HR role. As the Human Resources Manager supporting our Houston airport operations, you will influence business decisions through people strategy, leadership coaching, workforce planning, employee and labor relations, and organizational development.

You'll partner closely with General Managers and Directors to solve complex business challenges, develop future leaders, and deliver an exceptional employee experience in a fast-paced, multi-unit environment. Success in this role requires curiosity about the business, sound judgment, and the ability to influence leaders through credibility, data, and trusted relationships.

Scope of the Role:

12 restaurant units at George Bush Intercontinental Airport (IAH) at launch, building to 18 units across three airports

Airports supported: IAH (Houston), DAL (Dallas Love Field), and LBB (Lubbock)

Approximately 140 team members at IAH, growing to approximately 200 team members across three airports

IAH is a unionized environment. DAL and LBB are non-union

Multiple restaurant concepts, including proprietary, local, and national brands

Primarily on-site at IAH, with remote support and periodic travel to DAL and LBB

Responsibilities:

Strategic Partnership

Serve as the primary Human Resources Business Partner to airport operations leadership, participating in business planning, workforce planning, staffing strategy, operational reviews, and performance discussions

Translate operational goals into people strategies supporting staffing, engagement, retention, and leadership capability, lead change management and employee communications, and collaborate with Regional and Corporate People teams to execute enterprise priorities on the ground

Partner with Operations leadership to understand labor costs, productivity, staffing levels, and business trends, using workforce insights to improve operational performance.

Employee & Labor Relations

Coach leaders on employee relations, performance management, attendance, and corrective action, and conduct complex workplace investigations that ensure consistent, documented application of policy across union and non-union locations

Administer grievances, interpret and apply collective bargaining agreement terms, and manage day to day interactions with union representatives at IAH, partnering with Labor Relations on escalated matters

Talent & Leadership Development

Coach and develop General Managers and Assistant Managers on leadership behaviors, feedback, and team building, and deliver leadership development programming for frontline and mid-level managers

Lead succession planning, talent reviews, and internal mobility initiatives.

Partner with Talent Acquisition and hiring managers on recruiting and workforce planning, and lead onboarding, new hire orientation, and employee recognition programs

Compliance

Ensure compliance with federal, state, and local employment laws, including Texas wage and hour requirements, and maintain airport badging, I-9, and records compliance in coordination with operations and airport authorities

Audit HR practices across all locations, keep policies and documentation current and consistently applied, and close gaps before they become risks

Partner with Leave Administration and Operations to support ADA accommodations, FMLA, workers' compensation, and other leave-related processes

Analytics

Track and report on turnover, retention, engagement, attendance, absenteeism, and overtime, and deliver a regular people metrics review to airport and regional leadership

Analyze workforce trends and exit data to identify root causes, use headcount, requisition aging, and time to fill data to guide staffing decisions with operations, and build the business case for people initiatives using cost of turnover and labor cost data

Forecast workforce needs using headcount, turnover, recruiting, and labor trends to proactively support business growth

What Success Looks Like in Year One:

You are the first call for General Managers on people decisions, and leaders bring you challenges early instead of after escalation

General Managers view HR as a trusted business partner who helps solve operational challenges and develop leaders

Turnover and open position aging trend down against a documented baseline

Employee relations matters are investigated and closed within target timelines with clean documentation

The union relationship at IAH is stable, with grievances resolved at the lowest possible step

DAL and LBB are fully integrated into your support model with clear cadence and coverage

Qualifications and Experience

Required

Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience

Minimum of 5 years of progressive Human Resources experience supporting multi-site operations, including HR Generalist, HR Manager, or HR Business Partner responsibilities.

Demonstrated experience coaching and influencing frontline and mid-level leaders.

Strong employee relations, workplace investigations, conflict resolution, and relationship-building skills.

Working knowledge of federal, state, and local employment laws, with the ability to translate workforce data into actionable business recommendations.

Demonstrated ability to influence without direct authority, build credibility, exercise sound judgment, and manage competing priorities in a fast-paced operational environment

Ability to work primarily on-site at IAH with periodic travel to DAL and LBB.

Preferred

Experience supporting multi-unit operations within hospitality, restaurants, food service, retail, logistics, manufacturing, healthcare, distribution, or other high-volume operational environments.

Experience supporting unionized workforces, including grievance administration and collective bargaining agreement interpretation.

Experience partnering directly with operations leaders to drive engagement, retention, succession planning, and workforce planning initiatives.

Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.