HR Generalist

About the role

This role supports Chromalloy's U.S. field operations and enterprise HR programs team, executing the full spectrum of day-to-day HR work across site-level and coordination responsibilities.

Responsibilities

• Coordinate new hire onboarding end-to-end — submit system tickets, secure Day One access, conduct new employee orientation, and complete I-9 and right-to-work verification.
• Complete Export Control Assessments for new hires, vendors, and visitors requiring access to areas with controlled technical data.
• Cook up pre-employment drug testing, regulatory acknowledgments, and badge clearance for repair station new hires in compliance with FAA/DOT requirements.
• Verify internal candidate eligibility before any offer is communicated.
• Own offboarding execution for all separating employees — system steps, equipment return, final pay initiation, and exit interview administration submitted within 48 hours.
• Communicate final day logistics clearly to the manager and employee.
• Own the accuracy of employee data in the HR platform — role, grade, manager, reporting line, cost center, and eligibility fields.
• Audit your population before every compensation cycle opens.
• Process HR transactions within your authorization level accurately and on time; submit requests above your authorization level to Shared Services with complete information.
• Generate and distribute standard HR reports for your population as requested.
• Serve as the first point of contact for employee questions about benefits, leave, and pay — answering accurately from policy and routing to the appropriate specialist when needed.
• Administer the LOA notification process; track active leaves and surface upcoming return dates and extension requests to the HR professional above you.
• Support benefits open enrollment — communicate windows, assist employees with self-service navigation, and escalate technical issues.
• Support policy, compliance & ethics — support HR policy updates and collect acknowledgments; answer first-line policy questions within your authorization.
• Route anything requiring interpretation to the HR professional above you.
• Maintain compliance tracking records — I-9 re-verifications, training completion, certification expiry, and regulatory acknowledgments — surfacing deadlines 30 days in advance.
• Support Ethics intake — document the concern accurately and notify the HR professional above you immediately.
• Support FAA/DOT drug and alcohol testing program administration at repair station sites.
• Maintain familiarity with the applicable Collective Bargaining Agreement at union sites — grievance procedures, notice requirements, and union contact protocols.
• HR Program Support & Coordination — support enterprise HR program rollout — communications, scheduling, logistics, participation tracking, and completion reporting.
• Coordinate HR events: New Employee Orientations, HR Office Hours, pulse surveys, open enrollment sessions, and leadership education sessions.
• Coordinate community engagement activity — track partnerships, manage event logistics, and assess government workforce development funding angles to brief the GTL Director.
• Maintain mentoring program logistics — nomination pipeline, participant communications, calendar, activity tracking, and cycle evaluation surveys.
• Administer internship program logistics — placement, manager orientation, intern experience calendar, assessment process, and program metrics reporting.
• Maintain government training funding population tracking and compliance documentation — eligibility inventory, data collection, documentation library, and deadline calendar.
• Maintain the enterprise HR program calendar — a single, current view for the VP HR and GTL Director of all active program milestones.
• Support talent acquisition coordination — interview scheduling, candidate communications, and background check initiation.
• Compensation Support & Data Accuracy — validate employee data before every compensation cycle; support merit and bonus cycle execution — distribute manager materials, track completion, and compile data for review.
• Route employee and manager compensation questions to the appropriate HR professional.
• Process pay action forms accurately within your authorization level; return incomplete forms before processing.

Qualifications

• 2–5 years of HR experience in an operational or generalist HR role — manufacturing, aerospace, MRO, or a technically complex industrial environment strongly preferred.
• Solid knowledge of US federal employment law — I-9, FMLA, ADA, FLSA, Title VII, EEO.
• Proficiency with an enterprise HRIS platform; able to execute transactions, run reports, and identify data errors.
• Experience with onboarding, offboarding, and I-9 compliance administration.
• Experience coordinating multi-stakeholder programs — mentoring, internship, community engagement, or government-funded training.
• Familiarity with workforce development funding programs or employer training credits is a differentiating asset.
• Exceptional attention to detail — data errors in an HR system have downstream consequences in payroll and reporting.
• Clear, professional communication skills — able to give accurate information without overstating authority.
• Comfortable working within a structured escalation model.
• Familiarity with FAA/DOT drug and alcohol testing program requirements preferred for repair station assignments.
• Union environment experience and CBA familiarity is preferred.
• Bachelor's degree in Business, HR, or a related field.
• PHR certification is a differentiating asset.

Up to 30% travel to US