REGIONAL MANAGER, HUMAN RESOURCES (Onsite 100%)

Company Description

McGee is reinventing airport and aviation services throughout North America. Our teams of motivated, high-performing individuals are bringing a scrappy, new, go-getter agility to ground handling and other services. We are flexible, adaptable, resourceful, collaborative, and inclusive.

Our Values

Safety, Mutual Respect, Service, Accountability, Integrity, Pride

Salary Range

The salary for this position is $72,000 to $100, 000 annually. Please note, we generally don't make offers above midpoint.

Benefits

• Free stand-by travel privileges for you and eligible family members…explore the world on us!
• Exclusive travel discounts on hotels, car rentals, & cruises
• Comprehensive health benefits program, including medical, dental, & vision insurance
• 401(k) with company match
• Life insurance
• Quarterly bonus plan
• Education assistance
• Holiday pay
• Paid time off
  
  

Job Description

The Regional Manager, Human Resources is an onsite leadership role based in our 24/7 airport operational facilities that will lead a team of HR professionals focused on human resource operations. This role emphasizes employee and labor relations, ensuring that the organization adheres to employment laws, company policies and fostering a positive work culture for all. This working manager will be responsible for the handling and oversight of team member disputes, overseeing labor regulations and collaborating with leadership on strategic HR initiatives to enhance employee engagement and resolve workplace challenges. This role may support multiple McGee Airport operational locations and may require short notice of travel and the ability to periodically work alternate schedules to support our 24/7 operational teams.

Key Responsibilities

• Serve as a trusted advisor to team members and leadership, addressing concerns, grievances and conflicts in a fair and confidential manner.
• Investigate and resolve workplace issues, including team member complaints and misconduct allegations, ensuring appropriate and timely resolutions in a fast pace, 24/7 operation.
• Mediate team member disputes and facilitate communication between team members and management to resolve issues and enhance satisfaction.
• Develop and implement best in class practices and processes to promote effective team member relations to support a positive and welcoming work environment for all.
• Develop and manage a strong partnership with labor union members and their leadership teams while upholding our responsibilities as outlined in the collective bargaining agreement.
• Provide guidance on our labor contract, work closely with union representatives and oversee timely administration of the collective bargaining agreement.
• Conduct labor relations training for leadership to foster productive relationships with our unionized team members
• Ensure compliance with employment laws, equal employment opportunity (EEO) regulations, and workplace safety standards.
• Maintain up-to-date knowledge of HR laws and regulations, partnering with the HR Compliance Team to implement changes necessary to stay compliant.
• Maintains the strictest confidentiality in all work aspects and ensures continuing data integrity.
• Partner with multiple members of the HR leadership team on employee relations matters or other matters related to employment practices or claims.
• Guide leaders through performance management processes, including performance partnership, disciplinary actions and terminations.
• Actively participate in developing performance improvement plans (PIPs) and corrective actions, aiming to resolve issues or challenges before they escalate.
• Support leadership in fostering a high-performing teams and ensuring conflicts are handled proactively and in the appropriate way to create a best-in-class operation and experience for all.
• Collaborate with senior leadership on team member engagement strategies, diversity and inclusion initiatives and appropriate workforce planning.
• Positively and gracefully serves operations leaders by offering leadership coaching/mentoring.
• Support and Implement programs to increase team member morale, improve team member retention and increase productivity and team member satisfaction.
• Evaluate and assess employee relations data to identify trends and opportunities for improvement and future strategic initiatives.
• Plays a role in shaping and maintaining the desired organizational culture. This involves fostering values, behaviors, and practices that reflects McGee Air Services core values.
• Performs other duties as assigned to support HR Operational Leadership
  
  

Qualifications

Required

• Bachelor’s degree in Human Resources Management, Business Management, or related field, or 8 years equivalent combination of education and/or experience required.
• 7 years of business facing HR, Employee Relations, HR Operations experience, with at least 3 years in a leadership role.
• Ability to work with different types of workforces including salaried and hourly employees.
• Labor Relations skills a plus
• Demonstrated ability to serve as a knowledgeable resource to leadership and HR team
• Ability to work independently with strong multitasking capabilities required
• Exceptional organizational skills with the ability to work to tight deadlines and prioritize tasks effectively
• Flexible to support travel up to 20%
• HR Certification preferred
• Must be authorized to work in the U.S.
  
  

Additional Information

Airport SIDA Badge Requirements

Important notification for employees working at an airport or maintenance hangar: Employees will be required to obtain a SIDA badge provided by the airport authority and maintain good standing in order to keep their SIDA badge. Review the SIDA Badge Requirements document for a comprehensive overview.

EEO Statement

McGee Air Services does not tolerate discrimination or harassment on the basis of race, color, creed, religion, national origin, alienage or citizenship status, age, sex, sexual orientation, gender identity or expression, marital status, disability, protected veteran status, genetic information, or any other basis protected by applicable law. Employees or applicants who inquire about, discuss, or disclose their compensation or the compensation of other employees or applicants are also protected by law. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions absent undue hardship and consistent with applicable law.

Equal Opportunity Employer/Veterans/Disabled