HR Generalist

Responsibilities

• Partner with Business Talent teams to support the Employee Experience/People strategy for defined business team(s). Serve as a key HR point of contact and determine the best course of action to address and resolve people matters.
• Gain strong understanding of the business, strategies, and roadmaps.
• Partner with Business Talent teams on function-specific projects.
• Intake, analyze, identify, and execute plans and solutions to address a broad range of employee matters. Collaborate with appropriate EX partners where needed.
• Advise and coach people managers and employees on matters requiring intervention and functional guidance. Help the workforce gain skills to operate effectively as the business grows and scales.
• Build awareness among managers and employees of EX self-service support. Enable the workforce to resolve inquiries independently where possible.
• Partner with EX Centers of Expertise (COEs) to plan, manage, and support cyclical programs including performance management, annual compensation reviews, talent reviews, and employee listening. Share feedback with COE teams for continuous improvement.
• Partner with key functional teams (e.g., Legal for compliance, Total Rewards for compensation/benefits, Talent Ops for processes) to ensure a stellar client experience.
• Detect potential trends and patterns to inform organizational insights, proactive planning, and issue mitigation.
• Understand and track key performance indicators (KPIs) and metrics to manage performance, trends, and impact.
• Maintain and update all HR data accurately within Workday.
• Promote, strengthen, and embed Airbnb Core Values and Diversity and Belonging across the organization.

Requirements

• 8+ years of progressive HR experience in fast-moving, high-growth, global companies.
• Deep experience/expertise in 4+ functional HR areas (HRBP, Compensation, Recruiting, Employee Relations, Talent Management, etc.).
• Deep experience in and knowledge of core HR disciplines, including HR Operations, Compensation, Benefits, Recruiting, Employee Relations, Talent Management, Organization Design, and Change Management.
• Deep understanding of how business works and how specific business teams and functions interrelate to drive company goals.
• Strong experience balancing big picture and details; thrives working “the whole stack” with no assignment too big or small.
• Proven problem-solving experience; strong at analyzing situations and developing effective, high-quality solutions.
• Well-developed investigative skills to resolve sensitive employee issues.
• Strong ability to perceive, understand, judge, and reach logical conclusions for best outcomes.
• Experience using and presenting data to influence leaders on headcount planning, attrition analytics, and employee survey results.
• Experience influencing, informing, and strategizing with managers and leaders; effective at reading the room to guide progress.
• Extremely strong communication (written, verbal, electronic) and relationship-building skills; adept at distilling issues and aligning others.
• Self-directed yet highly collaborative across teams, functions, and regions.
• Deep sense of curiosity; enjoys learning and solving thorny problems responsibly and creatively.
• BA/BS degree in HR-related field; MA/MS preferred. Educational specialization highly preferred (Organizational Behavior, Organization Development, Employment Law, Compensation, Statistics, Business, etc.).
• Experience using Google Suite to collect, analyze, and visualize HR data.
• Experience using Workday is highly preferred.
• Experience and knowledge using AI platforms and tools to manage work products and outcomes.
• Passionate about travel and how travel works.
• Strong commitment to customers and the customer experience (internal and external).
• Enjoys having fun doing meaningful work with business clients and colleagues.

Compensation

• Base pay range: $157,000–$185,000 USD.
• This role may also be eligible for bonus, equity, benefits, and Employee Travel Credits.
• Actual base pay is dependent upon many factors, such as training, transferable skills, work experience, business needs, and market demands.