Senior HR Generalist (Commercial)

Standard Aero•Scottsdale, AZ

1d•Remote

About The Position

Senior HR Generalist (Commercial) Location: Remote within US Build an Aviation Career You’re Proud Of At StandardAero, we use our ingenuity and know-how to solve challenges ranging from the simple to the highly complex in aviation. Together, we get the job done—and done well. Our stability, resources, and respectful culture support you in building a long-term career with a team you can count on every day. Description StandardAero, one of the world’s largest independent aviation MRO (Maintenance, Repair & Overhaul) providers, is seeking a Senior HR Generalist to support our global Commercial organization, including Sales and Business Development across the Commercial Engine Services and Military, Helicopter & Energy divisions. In this role, you will serve as a trusted HR advisor and strategic liaison between the business and HR functions, providing both strategic and hands-on support to leaders and employees across a complex, matrixed, and globally distributed organization. You will partner closely with business leaders and the VP of HR to drive talent strategies, support revenue-generating functions, and ensure a consistent, high-quality employee experience across regions. What You’ll Do Act as a strategic liaison between the business and HR Centers of Excellence (COEs) to align HR programs with business priorities Partner with the VP of HR and collaborate with regional/site HR teams to ensure effective, locally aligned execution of HR initiatives Serve as a primary HR partner to Commercial and Sales leaders, supporting organizational design, workforce planning, and talent strategy Provide HR guidance on employee relations, performance management, and policy interpretation, ensuring consistent and compliant practices Lead and resolve employee relations issues and investigations, balancing business needs and risk mitigation Coach leaders on performance, development, and leading teams in a matrixed, global environment Support and influence change management initiatives tied to business growth and transformation Partner with COEs and Compensation to deliver and optimize HR programs, including annual cycles (merit, incentives, job evaluations) Utilize HR metrics and people data to identify trends and drive data-informed decisions Support talent reviews, succession planning, recruitment, and engagement initiatives, while ensuring compliance with U.S. employment laws and company policies

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field
5+ years of HR experience, including direct support of a business function (e.g., Sales, Commercial, or Corporate functions)
Experience supporting globally distributed teams or international organizations
Experience working within a matrixed organizational structure
Experience managing employee relations issues and workplace investigations
Experience using HR data and metrics to support decision-making
Ability to travel up to 25% to customer or business locations
Authorization to work in the United States

Nice To Haves

Experience supporting Sales or Business Development organizations across the full sales lifecycle
Experience supporting transactional and/or long-cycle sales environments
Experience working in a publicly traded company environment
Experience supporting revenue-generating or commercial functions
Experience in a fast-paced, technical, or regulated industry (e.g., aerospace, manufacturing, defense)
HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR)

Responsibilities

Act as a strategic liaison between the business and HR Centers of Excellence (COEs) to align HR programs with business priorities
Partner with the VP of HR and collaborate with regional/site HR teams to ensure effective, locally aligned execution of HR initiatives
Serve as a primary HR partner to Commercial and Sales leaders, supporting organizational design, workforce planning, and talent strategy
Provide HR guidance on employee relations, performance management, and policy interpretation, ensuring consistent and compliant practices
Lead and resolve employee relations issues and investigations, balancing business needs and risk mitigation
Coach leaders on performance, development, and leading teams in a matrixed, global environment
Support and influence change management initiatives tied to business growth and transformation
Partner with COEs and Compensation to deliver and optimize HR programs, including annual cycles (merit, incentives, job evaluations)
Utilize HR metrics and people data to identify trends and drive data-informed decisions
Support talent reviews, succession planning, recruitment, and engagement initiatives, while ensuring compliance with U.S. employment laws and company policies