Human Resources Manager

Ascent Aviation Services•Marana, AZ

9h•Onsite

About The Position

As the Human Resources Manager at Ascent Aviation Services, you will serve as the strategic and operational leader of the HR function, overseeing Human Resources & Talent Acquisition. With seven direct reports and a workforce of over 600 employees, you will drive people strategy, lead HR operations, and partner with executives and department heads to support organizational growth, employee engagement, and regulatory compliance. Reporting to the HR Director, you will guide all aspects of the employee lifecycle — from workforce planning, onboarding, compensation, and benefits to employee relations, retention, training, compliance, and succession planning. You will also lead company-wide HR initiatives, serve as the Designated Employer Representative (DER) under FAA regulations, and ensure consistent and values-driven employee experience across all locations. In this role, you will foster a culture of safety, respect, quality, and results. Focused on leading through others, you will ensure that HR strategies, systems, and teams are aligned with business needs, while delegating day-to-day execution to skilled HR professionals, playing a critical role in supporting our mission to be the most trusted aerospace solutions provider in North America.

Requirements

Strong interpersonal and communication skills with a friendly, professional demeanor and a genuine commitment to delivering exceptional service to employees and leaders.
Approachable and people-focused; able to build trusted relationships across all levels of the organization while handling sensitive situations with empathy and professionalism.
Excellent organizational and time management skills; able to manage multiple priorities, shifting deadlines, and high volumes of support requests with a sense of urgency.
Detail-oriented with strong analytical and problem-solving abilities; capable of identifying root causes and delivering thoughtful, practical solutions.
Ability to maintain confidentiality and exercise sound judgment in both routine and complex HR matters.
Proactive, self-motivated, and solution-oriented; able to work independently while contributing positively to a collaborative HR team.
Broad working knowledge of HR best practices, employment-related laws, and compliance requirements.
Experience mentoring others and leading department-level initiatives or special projects.
Demonstrated ability to improve or implement HR processes, procedures, and systems.
High school diploma or equivalent.
5+ years of leadership experience in Human Resources or a related operational or people-focused function.
PHR or SHRM-CP certification required.
Proven ability to lead high-performing teams, implement strategic initiatives, and partner with senior leadership.
Experience overseeing employee relations, compliance, recruiting, and workforce planning.
Advanced proficiency in Microsoft Office Suite, particularly Excel, Word, and Outlook, with the ability to analyze data, develop reports, and create executive-level documentation.
Strong interpersonal, communication, and problem-solving skills with a demonstrated ability to handle sensitive and complex issues with professionalism.
Experience working with HRIS systems and data, with a demonstrated ability to adapt to and learn new platforms.
Comfortable public speaking in front of groups of up to 100 people at a time.
Basic understanding of professional email etiquette, including proper spelling and grammar.
Ability to read, write, and understand English to ensure clear communication and compliance with company policies, safety protocols, and regulatory documentation.

Nice To Haves

Bachelor’s degree in human resources, Business, or a related field preferred; equivalent combination of education and experience may be considered in lieu of a degree
10+ years of leadership experience in a people-focused or operational function, with a strong working knowledge of HR principles, employment law, and organizational leadership.
SHRM-SCP certification, or combination of PHR and SHRM-CP.
Prior experience working in the aviation, aerospace, or a regulated industry.
Familiarity with immigration processes (e.g., TN visas, permanent residency) and government compliance reporting (e.g., EEO-1, DOT MIS, OSHA, ACA).

Responsibilities

Provide direction and strategic oversight for Human Resources & Talent Acquisition functions.
Support workforce planning in collaboration with operations and finance, including hiring targets, headcount tracking, and organizational design.
Support succession planning and leadership development efforts across the organization.
Guide the development and continuous improvement of HR policies, procedures, and programs.
Serve as a trusted advisor and final approver for complex employee relations cases and sensitive investigations.
Ensure cross-functional alignment and communication between HR, Talent Acquisition, and Payroll teams through regular coaching and performance oversight.
Mentor and develop a high-performing HR team of 7 direct reports including HR Business Partners, Talent Acquisition Partners, and HR operations staff.
Review and approve compensation changes, equity reviews, and job offers to ensure market and internal alignment.
Oversee companywide recruiting strategies, branding efforts, and school/trade partnerships to support current and future workforce needs.
Provide high-level oversight for all recruiting activity including requisition approvals, talent pipeline development, and recruiter performance metrics.
Partner with Legal Counsel and Immigration Attorneys to support employee visa processes (e.g., TN, Permanent Residency).
Serve as the Designated Employer Representative (DER) for FAA-regulated drug and alcohol testing under 49 CFR Part 40.
Ensure compliance with federal, state, and aviation-specific employment laws including DOT MIS, OSHA, EEO-1, ACA, 1095, and FLSA.
Lead the benefits renewal process and annual Open Enrollment, including coordination with brokers and internal communications.
Ensure ongoing 401(k) plan compliance including Safe Harbor contributions and audit preparation.
Monitor HR metrics, turnover trends, and team KPIs to identify areas of opportunity or risk.
Oversee onboarding, engagement, and retention initiatives including new hire experience, recognition programs, employee events, and retirement acknowledgments.
Review payroll reports and bonus reconciliations in partnership with Finance to ensure accuracy and timeliness.
Oversee development and maintenance of the HR intranet and company newsletter.
Conduct audits of HR systems, records, and compliance files to ensure data integrity and adherence to policy.
Partner with Finance and other department leaders on cross-functional projects and organizational initiatives.
Serve as primary point of contact with external vendors including legal counsel, insurance brokers, training providers, and government agencies.
Foster a culture of safety, respect, quality, and results across all HR initiatives and employee interactions.
Champion a people-first culture by modeling professionalism, empathy, approachability, and strategic thinking.