Manager, Human Resources

About FlightSafety International

FlightSafety International is the world’s premier professional aviation training company and supplier of flight simulators, visual systems and displays to commercial, government and military organizations. The company provides training for pilots, technicians and other aviation professionals from 167 countries and independent territories. FlightSafety operates the world’s largest fleet of advanced full-flight simulators and award-winning maintenance training at Learning Centers and training locations in the United States, Canada, France and the United Kingdom.

Purpose of Position

The Manager, Human Resources provides consultative business partnership and enablement on business unit workforce strategy and full employment lifecycle activities. This position is responsible for and executes the HR strategy for dedicated business unit(s) and may lead a team of other HR business partners and generalists. This role requires strong partnership with counterpart HR business partners, HR Centers of Excellence, Legal, and operations leaders and executives to drive organizational goals and initiatives through high-performing teams. The Manager, Human Resources supports cultural excellence, employment compliance, and maintains objective advocacy for employees and leaders throughout the enterprise

Tasks and Responsibilities

Integrate into the organization as a trusted business partner, and enable business leaders to perform and deliver operational objectives by developing relevant people strategies, workforce plans, and high-performing teams

Drive cultural evolution to diagnose and align gaps between current and desired state and deploy necessary actions

Consult and guide leaders through end-to-end talent management processes to identify and institute development programs such as career pathing, succession planning, talent assessments, etc.

Actively manage headcount and position management with business unit leaders, and further counsel on contingent or temporary labor needs and related process as appropriate

Counsel leaders on a wide range of employee relations matters using sound judgement and flexible solutioning, while ensuring adherence to enterprise policies and processes as well as maintaining compliance with relevant employment law

Perform detailed operational and performance investigations and responses to complaints or alleged violations

Partner closely with internal Employee/Labor Relations team on elevated or complex matters and consistency of approach

Partner with Talent Acquisition and hiring managers to recruit, assess, and select top talent in a qualified and timely manner

Work with business unit leaders to define role clarity, consistently draft job descriptions, and partner with Compensation team to determine career level and framework in accordance with internal structure and external benchmarks

Partner closely with HR Centers of Excellence – Talent Acquisition, HRIS, Compensation, Benefits, Payroll, Employee Relations – to identify and implement system and/or process solutions in support of employee and manager self-services

Project manage various workforce change initiatives such as strategic staffing plans, organizational restructure or downsizing, broadscale compensation initiatives, career framework, and organizational development initiatives

Analyze employee metrics and workforce analytics – such as engagement survey results, open requisitions data, position management, performance management statistics, talent assessment and succession planning information – to establish individual, team, and workforce development goals to optimize engagement and productivity

Ensure fair and consistent employee practices and promote diversity, equity and inclusion

Incorporate strong understanding and application of employment and labor laws and regulations at the federal, state and local levels including NLRA, FLSA, Title VII, ADA and FMLA

Provide performance expectations, development training, and mentorship for HR professionals, as applicable

Travel as required

May perform other duties as assigned

Minimum Education

Bachelor’s degree in Human Resource Management, Business, Communications, or related field of study, required.

Advanced degree, a plus.

Related certification(s) such as PHR, SPHR, HRCI, etc., a plus.

Minimum Experience

7+ years’ of experience in HR with demonstrated experience in HR strategy, organizational development, and employee relations

Experience with SAP SuccessFactors, PeopleSoft, Workday, or related HRIS systems

Experience in project management

Knowledge, Skills, Abilities

Excellent verbal and written communication skills

Excellent customer service and interpersonal skills

Excellent organization and time management skills

Proven ability to collaborate in a matrixed operating environment across a broad spectrum of key stakeholders and various levels of management in a professional manner

Ability to adapt to changes rapidly and perform in a fast-paced work environment

Results-oriented with high drive to independently achieve objectives and standards

Solutions-oriented problem solver with a focus on continuous improvement

Strong ability to draw synergy and cohesion across all stages of the employment and talent lifecycle

Excellent documentation of employee matters, with high attention to timeliness and detail accuracy

Excellent ability to understand, interpret and apply federal, state, and local employment and labor laws

Demonstrated experience leading a wide variety of complex investigations

Ability to consult and remain tactful, calm, and persuasive in controversial, conditional and/or confrontational situations

Strong judgement and decision skills with the ability to manage expectations when navigating policy or process exception requests, including understanding setting precedence

High regard and demonstration for ethics and confidentiality; compliance with all company policies and procedures

Maintains regular and punctual attendance

Proficient with Microsoft Office suite or related software, in particular Excel, Word, PowerPoint and Outlook

Physical Demands and Work Environment

The physical demands and work environment described here are representative of those that must be met and/or encountered by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

FlightSafety is an Equal Opportunity Employer/Vet/Disabled. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or disability.