Senior HR Manager

• Lead the HR and HSE team.
• Champion a “ONE team” approach by promoting collaboration and mutual support between the HR and HSE team members, departments, and facilities.
• Provide technical advice and knowledge to others within the Human Resources function.
• Conduct a comprehensive evaluation of the Oxygen US HR team and lead the execution of a development strategy that elevates team effectiveness and drives business impact.

• Serve as a strategic HR expert, advising and guiding business leaders in designing and implementing effective organizational structures that empower local teams with the right balance of accountability and agility.
• Develop staffing strategies and implementation plans and programs to identify talent within and outside the corporation.
• Develop and implement compensation programs to attract and retain talent, which are competitive in the aerospace industry and geographical area, while managing and protecting the short and long-range economic health of the organization.
• Manage benefits programs locally by providing appropriate level of information to employees (Safran USA maintains responsibility for benefits proposition for all US Business Units).
• Oversee and manage the budget and other financial measures of the HR function.
• Contribute to strategic planning, direction, and goal setting for the departments/functions in collaboration with senior management.
• Propose and manage projects to improve functional and organizational performance.
• Inspire safe work practices and contribute to the evolution of health, safety, and environmental program and culture.
• Provide consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with corporate policies, goals, and objectives.

• Develop and implement organizational human resources policies, ensuring compliance with federal, state, and local legislation (including EEO, FMLA, PFL, and FLSA).
• Develop appropriate policies and programs for effective HR management. Included in this area but not limited only to the following would-be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development.
• Ensure full functional and organizational compliance (documentation, document retention, reporting, etc.).
• Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of skilled workforce.

• Drive employee engagement by designing and implementing initiatives that strengthen connection, inclusion, and alignment with organizational values, while proactively enhancing the overall employee experience

Successful candidates will demonstrate the following competencies and attributes.

• Strategic Skills – Determines opportunities and threats through comprehensive analysis of current and future trends. Comprehends the big picture.
• Critical Thinking/Technology Savvy – Ability to examine issues and ideas and to identify good and bad reasoning in a variety of fields with differing assumptions, contents and methods. Utilizes technology knowledge and skill to understand and analyze organizational capabilities.
• Influence – Affects the behavior of others in a particular direction, leveraging key tactics that involve, connect and inspire them.
• Resourcefulness/Initiative – Passionately finds ways over, around or through barriers to success. Achieves results despite lack of resources. Goes beyond the call of…