Senior Manager, Human Resources

Key Responsibilities

• Serve as the primary HR strategic partner to repair station site leaders and operations management — building relationships that enable proactive conversation on workforce health, organizational capability, and people risk.
• Participate in repair station business planning cycles and leadership forums; bring HR and workforce implications into decisions before they are made.
• Lead structured workforce reviews covering attrition risk, capability gaps, key talent status, certification and license compliance risk, and organizational effectiveness.
• Assess and diagnose organizational design issues; recommend structural changes and span-of-control adjustments.
• Own workforce plan execution — translating enterprise manpower strategy into site-level headcount actions, role changes, and staffing transitions aligned with repair station capacity.
• Partner with operations leaders on demand forecasting, role justifications, and workforce transitions.
• Manage the full lifecycle of the contingent and contractor workforce — requisition, onboarding, performance, and offboarding in compliance with FAA/DOT requirements for contractor access to regulated areas.
• Talent Management & Succession
• Lead talent identification and succession planning for a technically certified workforce — calibrating who is ready, developing, and at risk, with particular attention to FAA-licensed and certificated roles that are hard to replace quickly.
• Identify and document Single Point of Failure (SPOF) roles — especially FAA-licensed Inspectors and Designated Engineering Representatives where incumbent loss creates both operational and regulatory gaps.
• Identify flight risk in key roles; proactively initiate retention actions for technically skilled populations where external demand is high.
• Own development conversations with high-potential employees; connect talent to development programs, cross-site assignments, and internal mobility pathways.
• Facilitate talent calibration sessions with repair station leadership.
• Performance Management & Leadership Effectiveness
• Coach and support repair station managers through the full performance management cycle — goal setting, check-ins, year-end evaluations, and calibration.
• Lead corrective action, disciplinary processes, and PIP coaching; ensure documentation is complete and legally sound.
• Deliver stay interviews, pulse surveys, and retention initiatives focused on critical talent and high-potential employees.
• Employee Relations, Ethics & Compliance
• Lead all complex employee relations investigations — conduct interviews, document findings, and recommend conclusions and actions.
• Conduct Ethics Hotline investigations assigned to this population.
• Represent Chromalloy in union matters at applicable repair station sites.
• Ensure compliance with FAA/DOT requirements as they apply to HR practices — drug and alcohol testing program administration, fitness for duty standards, and employee reporting obligations.
• Conduct Export Control Assessments for HR candidates, vendors, and visitors accessing areas with controlled technical data.
• Apply and interpret HR policies for the repair station population.
• Lead HRBP Direction & Site HR Oversight
• Provide strategic direction and performance oversight to Lead HR Business Partners — set expectations, review work quality on complex matters, and build capability.
• Maintain consistent visibility across all repair station sites — every site receives equivalent HR leadership and support.
• Champion enterprise HR programs across all sites — translate corporate initiatives into site-level implementation and hold Lead HRBPs accountable for adoption.
• Compensation & Data Integrity
• Partner with Global Compensation on all pay actions for this population — promotions, off-cycle adjustments, and exception requests.
• Validate employee data in the HR platform before every compensation cycle; review and certify merit increase files before submission.
• Execute merit and bonus cycle communications for this population.

Qualifications

• 7+ years of progressive HR Business Partner experience with demonstrated experience (manufacturing, aerospace, MRO, or an FAA-regulated repair station environment strongly preferred.)
• Proven track record as a strategic HR partner — not primarily a transactional generalist.
• Demonstrated ability to operate at a business-partner level.
• Experience leading or directing site-based HR professionals across multiple locations.
• Familiarity with FAA/DOT regulatory requirements as they affect HR practices — drug and alcohol testing programs, fitness for duty standards, and employee reporting obligations.
• Prior repair station or MRO HR experience is a material advantage.
• Deep expertise in employee relations, investigation methodology, and disciplinary process management; ability to lead complex cases independently.
• Experience managing contingent and contractor workforce lifecycles in a technically regulated environment.
• Hands-on experience leading talent management and succession planning for technical and certificated workforces.
• Strong working knowledge of US federal and state employment law — FMLA, ADA, FLSA, HIPAA, Title VII, EEO.
• Experience supporting union environments and collective bargaining processes is strongly preferred.
• Proficiency with an enterprise HRIS platform; understands data governance and its impact on compensation and reporting accuracy.
• Excellent communication, coaching, and facilitation skills; able to challenge leaders constructively and influence without direct authority.
• Bachelor's degree in Business, HR, or a related field. PHR, SPHR, or equivalent professional certification preferred.