Human Resources Manager - Precision Aerospace Corp.

Precision Aerospace Corp. (PAC) customers are high tech leaders in commercial and defense aerospace. Because of advancements in technology leading to significant fuel savings, the aerospace industry is positioned for unprecedented growth. We utilize leading edge technology and processes to make and deliver short run, high mix, close tolerance parts. Our customers value our track record of quality and delivery success and they are fueling our growth with new and interesting part manufacturing opportunities. 

• Utilize ADP Workforce Now (Company’s HRIS) to manage benefits administration activities including open enrollment. Understand carrier connections to facilitate change reporting and invoice payments.  Implements systems which enable employees to access benefit information via self-service access using Sharepoint and Workforce Now.
• Utilize Workforce Now to process payroll and all related processing activities.
• Implement Workforce Now modules for the following:  

1. Applicant tracking
2. Performance review system development, oversight and accountability
3. Automated reporting and tracking of attendance violations and disciplinary events
4. New hire onboarding and terminations
5. Training systems tied to job descriptions and cross training matrices

• Develop systems with CFO to coach and develop directors and supervisors to effectively engage employees, improve accountability, and maximize profitability.
• Support recruitment effort for all exempt and nonexempt employees, conduct new-employee orientation.  Engage with Director of Operations to find qualified machinists.  Counsel those with hiring responsibilities on candidate selection, and interviewing skills
• Develop effective tools and processes for leaders to achieve high performing engaged employees.
• Use Workforce Now to equip directors and supervisors with appropriate tools and knowledge to effectively manage employees.
• Investigate accidents and prepares reports for insurance claims. Coordinate Safety Committee meetings and acts as Safety Director.
• Perform compensation and benefit package benchmarking with local and national data pools and disseminate to leadership team.

• Supervisory Responsibilities:

• Recruits, interviews, hires, and trains new staff in the department.
• Oversees the daily workflow of the department.
• Provides constructive and timely performance evaluations. 
• Handles discipline and termination of employees in accordance with company policy.

• Duties/Responsibilities:

• Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Provides support and guidance to HR generalists, 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.
• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
• Collaboration with Corporate HR to facilitate implementation of corporate level policies, procedures, benefits and overall HR strategy.
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Creates learning and development programs and initiatives that provide internal development opportunities for employees.
• Oversees employee disciplinary meetings, terminations, and investigations.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Performs other duties as assigned.

Bachelor’s degree in Human Resources or related field.

Knowledge of benefits administration.

Previous payroll experience preferred; Workforce Now a plus.

A minimum of three years of human resource management experience preferred.

SHRM-CP or SHRM-SCP highly desired.

Experience with HRIS administration and implementation.  Comfortable using IT to solve problems.  Understands the benefits of importing data.

Self-directed, process oriented individual with strong business acumen and ability to teach problem solving and conflict resolution skills to Directors and Leaders.

Excellent interpersonal communication and presentation skills as well as analytical and problem-solving skills.

Physical Requirements:   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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit, use hands to finger, feel or handle; reach with hands and arms: and talk or hear.

The employee is occasionally required to stand and walk.  The employee must frequently lift and/or move up to 25 lbs.  Specific vision abilities required by this job include close vision, distance vision, depth perception and ability to adjust focus.

PAC is an equal opportunity Affirmative Action employer.