Director of HR

PBS Aerospace Inc•Roswell, GA

About The Position

The Director of Human Resources will serve as PBS Aerospace’s senior HR leader and a member of the Executive Leadership Team, partnering with the CEO to build the people strategy for the company’s next stage of growth. The role leads the HR function, including the HR Manager and Lead Recruiter, and develops practical, data-informed programs aligned with business priorities. It oversees organizational planning, leadership effectiveness, HR compliance and policies, employee relations, performance management, total rewards, workforce analytics, talent acquisition, and the development of HR systems and processes.

Requirements

Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field.
14+ years of progressive HR experience, including 8+ years in HR leadership.
Experience advising a CEO and senior executives as a strategic partner.
Experience building or significantly improving HR policies and programs in a growing organization.
Deep knowledge of performance management, compensation, benefits, employee relations, workforce planning, talent acquisition, and employment compliance.
Experience using workforce metrics and people data to drive business recommendations.
Sound judgment and discretion with sensitive, confidential matters.
U.S. citizenship or lawful permanent resident status required due to the company’s work as a defense contractor and applicable ITAR requirements.

Nice To Haves

Master’s degree in Human Resources, Business, Organizational Development, or a related field.
SHRM-SCP, SPHR, or comparable senior-level professional certification.
HR leadership in aerospace, defense, advanced manufacturing, or another regulated technical environment.
Experience scaling HR for a new site, fast-growing business, or U.S. operation of an international company.
Familiarity with federal-contractor obligations and multi-jurisdiction employment practices.

Responsibilities

Develop and execute an HR strategy aligned with business priorities and plans.
Advise the CEO and Executive Leadership Team on organizational, workforce, and talent matters.
Lead organizational planning, including structure, capabilities, and future talent needs.
Advise leaders on organizational effectiveness, leadership practices, and change management.
Own HR compliance, policy governance, risk management, and significant employee-relations escalations.
Maintain HR policies and practices that meet employment requirements and are applied consistently and fairly.
Advise leaders on complex or sensitive employee matters, investigations, and employment decisions, partnering with legal counsel as needed.
Design and continuously improve the performance management framework, policies, and processes.
Set consistent practices for goal setting, feedback, development planning, and performance improvement.
Coach leaders on effective performance management and employee decisions.
Own the total rewards strategy, including compensation and benefits.
Establish compensation philosophy, job architecture, market benchmarking, salary structures, and incentives.
Evaluate the competitiveness and financial sustainability of benefit programs.
Establish and track key workforce metrics and HR performance indicators.
Report regularly to the CEO and Executive Leadership Team on hiring, retention, turnover, performance, compensation, and workforce capacity, with clear recommendations.
Establish HR controls, documentation standards, and reporting practices.
Oversee the Lead Recruiter and the organization’s recruiting and hiring strategy.
Partner with leaders on workforce plans and hiring priorities.
Build recruiting strategies that meet current staffing needs and long-term talent pipelines, including university and early-career recruiting.
Monitor recruiting effectiveness and talent-market trends.
Lead and develop the HR team, including the HR Manager and Lead Recruiter, with clear roles and accountability.
Coordinate HR strategy, recruiting, and day-to-day people operations.
Evaluate and improve HR systems, vendors, and processes as the organization grows.