Lead, HR Business Partner

Chromalloy Gas Turbine•Fort Lauderdale, FL

42d

About The Position

As the Lead HR Business Partner at Chromalloy, you will serve as a strategic advisor to the Site General Manager and Leadership Team, driving initiatives that strengthen organizational capability, enhance talent engagement, and support operational excellence. This role partners closely with business leaders to align people strategies with Chromalloy's performance goals by delivering proactive HR solutions in workforce planning, leadership development, and employee relations across a dynamic Aerospace manufacturing environment. The ideal candidate is a go-getter who thrives in a fast-paced, hands-on environment, takes initiative to solve challenges before they arise, and is passionate about building relationships that drive both people and business success.

Requirements

Bachelor's degree in Business, HR, or related field preferred.
5+ years of HR business partner experience, ideally in manufacturing; aerospace, MRO, or OEM experience is a plus.
Strong knowledge of HR practices, regulations, and laws.
Proven skills in employee engagement, talent management, workforce planning, organization design, retention, and leadership development.
Effective communicator with the ability to influence management and interact with diverse individuals.
Experience in HR areas like benefits, payroll, compensation, occupational health, security, talent acquisition, HR technology, analytics, employment law, and compliance.
Strong business acumen and strategic thinking.
Ability to manage priorities, workflow, and work independently or as part of a team.
Excellent interpersonal, written, and verbal communication skills.
Good judgment, decision-making, creativity, flexibility, and innovation.
Commitment to excellence and high standards.
Versatility and enthusiasm for changing priorities.

Nice To Haves

Experience supporting a Union workforce is preferred.

Responsibilities

Strategic HR Partnership:
Collaborate closely with Site Management and teams, building strategic partnerships and fostering continued team-building efforts.
Serve as the primary HR contact for business leaders, offering strategic guidance on people management, organizational structure, and talent development.
Lead HR consulting and coaching to address workforce challenges, culture transformation, and leadership development.
Roll out corporate HR programs with minimal disruption and maximum value.
Build strong relationships with senior leadership and cross-functional teams.
Participate in HR strategy development, sharing insights and championing innovation.
Support HRIS data integrity through timely updates, audits, and alignment with corporate reporting standards. Collaborate with HRIS and Corporate HR teams on data accuracy for headcount, attrition, and talent dashboards.
Prepare and present monthly HR insights and workforce analytics at the Monthly Business Review (MBR), highlighting key trends, risks, and actions.
Talent and Workforce Planning:
Support talent and workforce planning, including forecasting, succession planning, and workforce transitions in collaboration with HRLT and site leadership.
Partner with leaders through the performance management cycle, including mid-year reviews, year end evaluations, and goal alignment.
Improve internal mobility and employee growth opportunities.
Work with Operations to develop and maintain role-specific skills matrix for critical roles.
Manage succession plans for leadership positions, ensuring ready-now successors.
Partner with Corporate Compensation on matters related to internal equity, promotions, merit increases, and incentive compensation.
Maintain data integrity and compliance within performance and compensation systems to ensure accuracy in reporting and decision making.
Support talent and workforce planning leveraging the labor control for guidance on affordability, headcount planning, and hiring prioritization.
Partner with Quality, Operations, and SIOP teams to develop and maintain an accurate Skills Matrix that aligns workforce capability with operational demand. Use SIOP Skills Matrix as a decision support tool for workforce allocation, training priorities, and identifying internal progression opportunities.
Change Agent & Leadership:
Lead or support rollout of corporate HR initiatives on an enterprise-level.
Reject the "status quo" and proactively provide innovative solutions.
Promote a change-ready culture with agility, open communication, and adaptability.
Continuously assess change initiatives through data analysis, feedback, and performance metrics.
Employee Engagement and Retention:
Develop and implement strategies to enhance employee morale and retention, based on feedback and surveys.
Lead stay interviews and retention initiatives, focusing on critical and high-potential talent.
Foster a culture of inclusivity and belonging through targeted engagement initiatives.
Lead quarterly pulse survey administration and analyze engagement results. Partner with site leadership teams to develop and track action plans addressing survey insights and engagement opportunities.
Facilitate leader assimilation sessions for newly hired or promoted leaders. Deliver comprehensive summary reports and key observations to the HRLT and CHRO to ensure early alignment and development focus.
HR Operations and Compliance:
Use data analytics to track performance metrics, inform decisions, and support site-level initiatives.
Ensure compliance with regional labor laws and corporate policies.
Apply corporate-approved policies and procedures consistently, balancing flexibility with governance.
Conduct thorough severance analysis including financial impact, compliance, and business justification. Obtain formal approval for the designated HRLT member and CHRO prior to proceeding with any severance actions.
Collaborate with HR COEs to align with broader HR strategy and initiatives.
Partner with corporate payroll team to validate accuracy of pay, timekeeping, and compliance with wage and hour requirements. Ensure adherence to respective state payroll regulations when reviewing timecards and approving pay adjustments.
Support FAA and DOT program compliance, including required employee documentation and testing.
Coordinate with HR Compliance FAA and DOT compliance, related training sessions, ensuring completion and proper record retention.
Partner with EHS on post-accident reviews, root cause training, and corrective action tracking. Ensure completion of required corporate compliance training and management accountability follow up.
Ensure all pre-employment activities (e.g. background checks, drug screens, ECA clearance) are completed in a timely manner in accordance with company process.
General HR Activities:
Conduct Export Control Assessments for all incoming candidates, vendors, or visitors entering an area with intellectual property.
Ensure Envoy System is used and reviewed for all site visitors.
Coordinate new hire onboarding schedules, ensuring systems access, equipment, and Day One logistics are in place. Partner with IT, Facilities, and Site Leaders to guarantee a seamless onboarding experience for all employees.
Partner with Talent Acquisition to conduct interviews and, when appropriate, assist in sourcing hourly candidates. Utilize the offer calculator to ensure alignment with approved compensation ranges and internal equity.
Management of full cycle of temporary and contingent workers, including onboarding, extensions, offboarding, and compliance with all company and legal requirements.