JOB SUMMARY
The Manager Human Resources is tactical and strategic. The Manager Human Resources is responsible for executing the employee relations, talent management, and HR business partner strategy for the organization. The Manager Human Resources will assist in the development, implementation, and management of the talent management programs and outcomes for the company. This includes leading a team to execute employee relations, legal/labor compliance, performance management, HR business partnership, and employee learning and development.
ESSENTIAL FUNCTIONS
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Lead, manage, coach and grow the HR Business Partners as they support and guide management and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Research and drive compliance with all employment and labor laws; and reinforces compliance with company policies; ensures all HR Business Partner advising and investigations are compliant with employment and labor laws
• Develop and implement employee relations activities and engagement/retention efforts
• Manage the company's performance management process and cyclical review process, which may include employee discipline and terminations, performance improvement plans, talent calibration, employee review process and timelines, workforce planning.
• Serve as a trusted advisor and consultant to senior business leaders by providing functional expertise, and HR solutions/programs in various areas of Human Resources in order to align with strategic business objectives.
• Partners with business to identify the need for and create business proposals supported by financial measurements.
• Partner with the HR Director to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, retention, succession planning, needed workforce outcomes, performance management, and inclusion.
• Develop, prepare, generate, and analyze ongoing and ad-hoc special reports pertaining to employee data, including employee relations issues, staffing levels/deployment, turnover, talent management, succession planning. Effectively utilize the data processing system to obtain, store and analyze pertinent data and information. Utilize data to drive risk mitigation strategies throughout the enterprise
• Identify, present, and as approved, implement streamlining of functional requirements, processes, and systems to optimize and improve the operations of the HRBP team.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Drives continuous improvement and facilitates change-management on the HR team alongside supporting the business in these areas
• Create learning and development programs and initiatives that provide internal development opportunities for employees to increase needed workforce knowledge, skills, and abilities.
• Collaborate, participate, and may lead in the implementation of company-wide projects

SUPERVISORY RESPONSIBILITY
(4) HR Business Partners
Oversee daily workflow and performance
Acts as a bridge to other HR Partners/Functions including Benefits, Talent Acquisition, and HR Operations
QUALIFICATIONS AND EDUCATION REQUIREMENTS

• Demonstrated ability to establish trust with business leaders through delivering results
• Demonstrated business acumen in finding optimization and improvement of processes, implementing systems and HR programs that lead to consistent and efficient results, including technology adaption, workflows, and other systems implementation techniques
• Ability to use an inclusive mindset to unify business partnerships through demonstrated experience in understanding financial and business needs
• Bachelor's degree in Business/Human Resources/Organizational Development or equivalent work experience
• Ability to consistently communicate professionally with managers and employees of organization and demonstrate resilience and composure in high demand situations
• Working knowledge of multi-state and employment law
• Ability to consistently deliver results; strong project manager and have an ability to think end-to-end about the work to be implemented
• Well versed in change management and demonstrates key points of influence, engagement, and communication
• Demonstrates ability to motivate and influence different types of stakeholders including peers, teams and senior leaders
• Experience driving change initiatives and crafting strategic workforce plans
• Demonstrated ability to provide sophisticated solutions to complex issues
• Excellent verbal and written communication with ability to present relevant information to multiple audiences, organizational, problem solving skills
• Demonstrates the ability to be present, listen, direct and delegate, and makes decisions that benefit the entire company and individual team members. Experience in a collectively bargained environment
• Experience managing HR functions in a union environment
• Experience creating performance management programs
• Demonstrated ability to act with high integrity in all situations
• Minimum 5 years of experience in HR management
• Experience managing a team for two or more years
• Working knowledge and solid understanding of HR technology systems and reporting

PREFERRED SKILLS

• Background in the service industry, transportation, retail or hospitality industry
• 3 years working in a union environment; multi-union environment

WORK ENVIRONMENT
This job primarily operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets. On occasion, this position will be required to operate in the Maintenance Hangar.
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands or finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit; climb or balance, and stoop, kneel, crouch or crawl. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
ADDITIONAL NOTES
N/A
AAP/EEO STATEMENT
It is the policy of Sun Country Airlines to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law.
OTHER DUTIES
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
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)