Our FAA HR Manager works closely with the HR Team and aligns business objectives with employees and management in designated business units. Continuously evaluates ongoing HR policies, programs, functions and activities and, where applicable, develops and implements new policies. The position may manage exempt and non-exempt HR staff in the execution and delivery of various HR programs and initiatives. Delivers HR products and services that are considered value added, measurable, directly tied to AFL's business objectives and strategic direction, and aimed at increasing employee satisfaction. The position maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.
Responsibilities:
•Provides proactive leadership and ensures development of HR best practices.
•Develops and maintains a responsive work environment, and provides a high level of HR services.
•Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
•Works with other HR team members to successfully execute the HR business plan.
•Manages and resolves complex employee relations issues.
•Identifies patterns and issues across departments and develops strategies in order to address and resolve issues.
•Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
•Provides guidance and input on business unit restructures, workforce planning and succession planning.
•Identifies training needs for business units.
•Develops, tracks and communicates Human Resources key performance indicators (KPIs).
•Continuously seeks opportunities to implement processes and procedures that improve quality, effectiveness, and efficiency of HR services.
•Ensures training and development of HR staff members on systems and processes.
•Adheres to and promotes the environmental, health & safety policies of FAA.
Personal Qualities:
•Leadership - Able to coach and mentor team members to reach team and personal goals.
•Attitude - Maintains a positive and energetic disposition while working under tight deadlines.
•Collaboration - Develops relationships across multiple business units.
•Organization/Work Management - Excellent ability to multitask and set priorities.
•Strategic- Offers services aligned with the expectations of internal customers and the business
strategy long-term.
•Change oriented - Works to better HR services for the benefit of the customer, continuously.
•Bachelor's Degree Required and 8-10 years progressive Human Resources experience; with working knowledge of multiple human resource disciplines such as compensation practices, organizational effectiveness, employee relationships, performance management, current trends, federal and state respective employment laws.
•5 years' hands-on exposure and experience handling, at times complex, employee relations issues.
•5 years as a business partner, or involved with the HR operational and business strategy side of business, preferred.
•Ability to improve existing systems or procedures.
•Must be highly proficient in a multitude of software to include Word, Excel, and PowerPoint.
•Proven track record of creating and implementing internal controls and process improvements.
•Detail oriented, organized, flexible and able to work with multiple parties at all levels.
•Experience in development of metrics and analysis of metrics desired.
•Effective delegation skills, ability to coordinate work activities and provide constructive feedback to subordinates and team members to support continuous improvement.
•Experience in working with a HRIS System is preferred.
•SHRM certification is preferred.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)