Manager, Human Resources

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Job description

Pursuit Aerospace is a global manufacturer of complex aircraft engine components that are developed through highly integrated processes. Our exceptional quality is driven by a deep investment in and the daily practice of continually improving our people, processes, and products.

We leverage the Pursuit Production System, a relentless approach to developing our people and processes using Kaizen and Moonshining. This approach results in breakthroughs in technology and improved quality. The core of this methodology is quick process changes for the betterment of our customers and employees. Come learn and grow along with us!

Job Title: Manager, Human Resources

Location: Eastford, CT

Job Type: Full-Time, Exempt Role Site Level

Job Summary: Pursuit Aerospace is seeking a dynamic and experienced Strategic Human Resources Manager to join our team in Eastford, CT. The HR Manager will play a critical role in supporting our mission by aligning HR strategies with our organizational goals. This position requires a strategic thinker with a strong background in human resources practices, employee relations, talent management, and compliance. The ideal candidate will be passionate about fostering a positive workplace culture and driving employee engagement while ensuring that our HR initiatives support the growth and development of our diverse workforce.

Key Responsibilities:

• Strategic Workforce Planning:
  • Collaborate with site leadership to develop and implement workforce planning strategies that align with organizational goals.
  • Analyze labor market trends, workforce demographics, and business needs to anticipate future talent requirements and drive strategic hiring initiatives.
• Pipeline Program Management and Succession Planning:
  • Design and implement leadership development programs to cultivate high-potential talent and ensure a robust succession pipeline.
  • Partner with leaders to create individualized development plans that align with both employee aspirations and organizational needs.
• Culture and Engagement:
  • Lead initiatives to enhance organizational culture, fostering an environment of trust, respect, and collaboration.
  • Utilize employee feedback mechanisms, such as engagement surveys and focus groups, to inform culture-enhancing strategies and drive employee satisfaction.
• Talent Management:
  • Develop and oversee a comprehensive talent management strategy, including recruitment, onboarding, performance management, and career development.
  • Implement a competency-based performance management system that aligns individual performance with organizational objectives.
• Change Management:
  • Partner with leadership to drive change management initiatives, ensuring smooth transitions during organizational changes, restructuring, or new strategic directions.
  • Provide coaching and support to leaders on change management best practices to enhance employee buy-in and minimize resistance.
• HR Analytics and Metrics:
  • Leverage HR analytics to drive data-informed decision-making and assess the effectiveness of HR programs and initiatives.
  • Create dashboards and reports that provide insights into workforce trends, engagement levels, and talent metrics, facilitating strategic planning.
• Policy Development and Compliance:
  • Develop and revise HR policies and procedures to reflect industry best practices and ensure compliance with local, state, and federal regulations.
  • Conduct regular audits of HR practices to identify areas for improvement and ensure adherence to compliance standards.

Qualifications:

• Experience: Minimum of 5 years of progressive HR experience, preferably in the aerospace or manufacturing industry as a strategic business partner.
• Education: Bachelor's degree in human resources, Business Administration, or a related field; Master's degree or HR certification (SHRM-CP, PHR) preferred.
• Leadership: Proven leadership experience, with the ability to manage cross-functional teams and drive collaboration across departments.
• Operational Expertise: Strong knowledge of HR practices, employment laws, and regulations.
• Proven experience in talent acquisition, employee relations, performance management, and organizational development.
• Process Improvement: Strong understanding of Lean, Six Sigma, and other process optimization tools to drive efficiency and readiness.
• Analytical Skills: Ability to analyze production data, identify trends, and make informed decisions regarding readiness planning and process improvement.
• Communication: Excellent communication and presentation skills, with the ability to effectively engage and influence stakeholders at all levels of the organization.

Physical Qualifications/ Conditions:

• Location requires mobility in a manufacturing plant environment;
• Must be able to frequently sit, stand and walk.
• Must be able to frequently lift and carry up to 10 pounds.
• Must be able to work in a potentially stressful environment.
• Personal protective equipment is required when performing work in a manufacturing or plant environment, as required.

Benefits:

• Competitive salary and performance-based bonuses.
• Comprehensive health, retirement, and wellness benefits.
• Opportunities for career growth and leadership development.

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