Human Resources Coordinator

Company Overview

Firecrest Aerospace is a U.S. aerospace propulsion company headquartered in Morrisville, North Carolina, with manufacturing operations being established in Stevens Point, Wisconsin. As a subsidiary of CSE USA, Inc., a member of CSG Group, Firecrest develops and manufactures advanced micro turbojet and turbofan engines for defense, aerospace, and other high-performance applications, supporting U.S. government, allied, and commercial customers.

The company is investing approximately $15 million to establish its initial U.S. manufacturing facility in Stevens Point, where it expects to create approximately 125 high-skilled manufacturing, engineering, and technical positions. As Firecrest expands from engine assembly, integration, and testing into full-scale manufacturing, engineering, and advanced product development, it is helping strengthen the U.S. aerospace and defense industrial base while advancing next-generation propulsion technologies.

At Firecrest Aerospace, you will have the opportunity to work alongside a growing team committed to engineering excellence, innovation, and mission success. Whether your expertise is in manufacturing, engineering, quality, operations, or business functions, you will play a direct role in building advanced propulsion systems that support critical national security and aerospace missions.

Position Summary

The Human Resources Coordinator is responsible for leading all site-level human resources activities for the facility operating under centralized Corporate HR governance. This role serves as the primary on-site HR leader within the facility and is responsible for implementing and administering corporate HR policies, procedures, and programs while supporting the operational needs of a fast-paced startup manufacturing environment.

The role supports a workforce consisting primarily of hourly manufacturing employees across assembly, test, inspection, and operations functions, as well as salaried technical and leadership personnel. The Human Resources Coordinator plays a critical role in fostering communication, alignment, and organizational effectiveness between frontline manufacturing employees and site leadership.

This position is highly operational and hands-on, supporting all aspects of site HR execution including recruiting, onboarding, employee relations, workforce development, performance management, disciplinary actions, compliance, and employee engagement. The role is essential in enabling workforce scaling as the facility transitions from startup operations through Low-Rate Initial Production (LRIP) and into full-rate production.

The Human Resources Coordinator reports directly to the Corporate HR Director with a dotted-line reporting relationship to the Plant Manager. All HR policies, frameworks, and governance standards are defined by Corporate HR, with this role responsible for local implementation, execution, and feedback to corporate leadership.

Key Responsibilities

Site HR Leadership & Workforce Support

• Serve as the primary HR point of contact for all site employees
• Implement and enforce Corporate HR policies, procedures, and programs
• Maintain strong presence on the manufacturing floor to support engagement and communication
• Partner with site leadership to support workforce planning and organizational effectiveness
• Act as a communication bridge between hourly employees and salaried leadership

Recruiting & Workforce Staffing

• Lead recruiting activities for hourly and salaried positions within the facility
• Coordinate full-cycle recruiting activities including:
• Job postings
• Candidate sourcing
• Resume screening
• Interview coordination
• Offer generation
• Pre-employment processing
• Partner with hiring managers to identify staffing priorities and workforce needs
• Support recruiting strategies for hard-to-fill technical and manufacturing positions
• Coordinate participation in hiring events, technical schools, workforce development programs, and local recruiting initiatives as needed

Onboarding, Benefits & Employee Administration

• Manage onboarding activities for all new hires including:
• Orientation
• Benefits enrollment
• Required documentation
• ITAR eligibility verification and compliance requirements
• Policy training and acknowledgment
• Initial facility training coordination
• Serve as the site-level resource for employee inquiries related to HR policies, benefits, and procedures.  
• Maintain accurate and compliant employee records and documentation
• Support employee status changes, compensation updates, promotions, and organizational changes

Employee Relations & Workforce Management

• Provide first-line HR support for employee relations issues
• Support employee engagement, retention, and workforce morale initiatives
• Partner with supervisors and managers regarding:
• Employee coaching
• Attendance management
• Workplace concerns
• Conflict resolution
• Performance improvement
• Corrective actions
• Manage employee disciplinary documentation and corrective action processes in alignment with corporate HR policies
• Coordinate employee separations including resignations, terminations, exit interviews, and offboarding activities
• Support investigations involving workplace concerns, policy violations, or employee complaints
• Promote fair and consistent application of policies and procedures across the organization
• Maintain confidentiality and proper handling of sensitive employee information
• Support internal and external audits related to HR records and compliance activities
• Coordinate required compliance training and employee policy acknowledgments
• Support development of workforce training and employee development initiatives
• Coordinate onboarding and recurring training logistics with operations leadership
• Help support technician progression, skills tracking, and workforce development
• Support employee recognition initiatives and retention programs
• Identify workforce risks, retention concerns, staffing gaps, or organizational issues and proactively escalate with recommended mitigation plans

Required Qualifications

• U.S. Person status required due to ITAR-controlled work environment
• Bachelor’s degree in Human Resources, Business Administration, Organizational Management.
• 5 years of progressive HR experience in manufacturing, aerospace, industrial, or operational environments
• Experience supporting hourly manufacturing workforces and salaried leadership populations
• Strong knowledge of:
• Employee relations
• Recruiting
• Performance management
• Corrective action processes
• Labor law compliance
• HR administration
• Strong interpersonal and communication skills
• Ability to handle confidential information with professionalism and discretion
• Strong organizational and problem-solving skills

Work Environment

• ITAR-controlled aerospace manufacturing and engine test facility
• Combination of office, production floor, and employee support activities
• Frequent interaction with hourly production personnel, and leadership team.
• Fast-paced startup environment with evolving organizational structure and operational priorities

What We Offer

• Competitive base salary with performance-based incentives.
• Comprehensive benefits package, including medical, dental, and vision insurance.
• 401(k) retirement plan with company contribution.
• Paid time off including vacation, personal days, and company holidays.
• Professional development and training opportunities.