Human Resources Manager

Kongsberg Defense & Aerospace Inc•Johnstown, PA

13d•$90,000 - $140,000•Hybrid

About The Position

Kongsberg Defense & Aerospace, Inc. is seeking a Human Resources Manager to join our Johnstown team. HR leaders at KDA are trusted advisors who help employees and leaders thrive in a dynamic global operation. Under the direction of the Director, Human Resources, the HR Manager will provide HR leadership and support for KDA, Inc.’s Johnstown, PA production facility, overseeing the day-to-day delivery and implementation of HR programs and initiatives including employee relations, performance management, policy interpretation, organizational development and training, affirmative action, compensation, health and safety, compliance, and risk management. The HR Manager will serve as a key business partner to site leadership, providing guidance and professional judgment on workforce and employee matters while partnering with leaders and employees to address organizational needs, strengthen engagement and retention, support workforce planning and development, and foster a professional, inclusive, and equitable workplace. The role will leverage HR data, business knowledge, and sound judgment to identify trends, recommend solutions, and support informed, data-driven decision-making across the Johnstown facility.

Requirements

Bachelor's degree or equivalent in Human Resources, Business, or related area.
Minimum of five (5) years of progressive HR experience partnering with business leaders and stakeholders, including at least three (3) years of HR experience in a manufacturing or defense environment; experience supporting a production workforce strongly preferred.
Broad knowledge and practical experience across core HR disciplines, including employee relations, performance management, employee engagement, policy and procedure development, training, and health and safety; experience supporting expatriate employees is preferred.
Working knowledge of applicable federal, state, and local employment laws and HR compliance requirements, with the ability to appropriately identify and mitigate employment-related risk.
Demonstrated ability to serve as a credible HR business partner, balancing employee needs, organizational priorities, risk, and sound business judgment while effectively influencing leaders at all levels.
Strong leadership, coaching, and collaboration skills, with the ability to work effectively across functions and contribute to a team-oriented environment; prior supervisory experience preferred.
Excellent written, verbal, presentation, interpersonal, and active-listening skills, with the ability to communicate effectively, build rapport, and adapt communication style to diverse audiences across all levels of the organization.
Proven ability to balance strategic thinking with hands-on execution, manage multiple competing priorities, and deliver accurate, timely results in a dynamic, fast-paced environment.
Strong analytical and problem-solving skills, including demonstrated ability to use HR data and workforce trends to inform decisions and drive meaningful improvements.
Strong working knowledge of HRIS platforms and HR technology, preferably ADP Workforce Now, as well as proficiency with Microsoft Office applications.
Demonstrated ability to handle sensitive and confidential information with discretion and professionalism and to operate in accordance with company policies, safety standards, and applicable regulations.
Results- and service-oriented approach with the confidence and judgment to make decisions, address difficult situations, and constructively challenge or influence stakeholders when appropriate.
Must be a U.S. Person within the meaning of United States International Traffic in Arms Regulations (ITAR) governing export control. A U.S. Person is a United States Citizen or National, Lawful Permanent Resident, Lawful Temporary Resident, Refugee or Asylee.

Nice To Haves

HR certification (SHRM-CP/PHR or SHRM-SCP/SPHR) preferred.
experience supporting a production workforce strongly preferred.
experience supporting expatriate employees is preferred.
prior supervisory experience preferred.

Responsibilities

Partners with business leaders to understand organizational needs and workforce priorities, providing HR expertise and coaching to support sound decision-making, organizational effectiveness, and long-term business growth.
Partners with site leaders to promote employee engagement, organizational culture, and a positive employee experience, identifying opportunities to improve morale, communication, recognition, and retention.
Leads and/or supports HR projects and organizational initiatives, including process improvements, system implementations, organizational changes, and other strategic HR initiatives.
Provides guidance and support to leaders and employees on employee relations matters, including performance management, corrective action, workplace conflicts, investigations, and policy interpretation. Conducts or oversees investigations and recommends appropriate courses of action.
Leads the execution of the site's performance management process, including goal setting, performance reviews, calibration, development planning, and performance improvement plans. Coaches leaders on effective performance management practices.
Explains HR programs, policies, and practices to employees and leaders and resolves confidential, sensitive, and complex employee matters with appropriate discretion and judgment.
Partners with site leaders to identify high-potential talent, development needs, career pathways, and succession planning opportunities, supporting programs that strengthen internal mobility and organizational capability.
Coordinates training programs that address organizational needs, including compliance, non-harassment, performance management, leadership development, and other HR-related topics.
Partners with leaders to support workforce planning, talent development, retention, and organizational capability, using workforce data and business needs to identify current and future talent requirements.
Coordinates with counterparts in Norway to support effective data sharing, workforce planning, and alignment of HR practices and processes.
Manages and maintains employee data within the HRIS and ADP Workforce Now, ensuring data integrity, accurate reporting, and effective system utilization; serves as the HR department subject matter expert for HR systems.
Analyzes HR data and trends, including turnover, retention, absenteeism, headcount, employee relations, compensation, and engagement, and provides data-driven recommendations to leadership.
Develops and monitors HR metrics and key performance indicators (KPIs) to evaluate HR effectiveness and identify opportunities for continuous improvement.
Coordinates the employee onboarding process, including completion of pre-employment and onboarding activities through HR systems, coordination with internal stakeholders, and ensuring a smooth and organized first-day experience for new employees.
Supports the development and administration of compensation programs, salary structures, and performance management programs in alignment with company guidelines and direction from the Director, Human Resources.
Oversees the administration of employee leave and related programs, including FMLA, ADA accommodations, workers' compensation, and other applicable programs; partners with employees, managers, benefits providers, and legal counsel as appropriate.
Monitors compliance with applicable federal, state, and local employment laws and regulations, including OSHA, EEO, ADA, FMLA, ERISA, wage and hour requirements, affirmative action requirements, and other applicable regulations. Identifies potential areas of risk and recommends corrective actions in partnership with the Director, Human Resources and legal counsel.
Coordinates and ensures completion of required government reporting and compliance activities, including EEO, Department of Labor, and other applicable reporting requirements.
Supports Recruiting in the development and administration of the company’s affirmative action plan and related compliance initiatives, providing HR guidance and partnership as needed.
Represents the Company, as appropriate, in unemployment, workers' compensation, and other employment-related proceedings, in coordination with the Director, Human Resources and legal counsel.
Provides compliance training and education to employees and leaders regarding applicable employment laws, company policies, and HR practices.