Senior Human Resources Manager

ST Engineering North America•Baltimore, MD

7d•$125,000 - $145,000•Onsite

About The Position

ST Engineering MRAS is seeking a strategic, high-impact, and hands-on Senior Human Resources Manager to support all salaried team members across core support functions—including Finance, Engineering, Supply Chain, Quality, EHS, Facilities, Aftermarket, and Warehousing. This role supports an aerospace manufacturing site of roughly 1,300 employees and plays a key role in fostering a high-performance, compliant, and engaged workplace culture. Reporting directly to the Director of Human Resources, the Senior HR Manager serves as a trusted advisor to functional leaders at all levels. Success in this role requires demonstrated HR leadership within manufacturing and corporate environments, along with proven capability in navigating and supporting a unionized workforce. Will have direct reports responsible for data entry, report writing, and leave management.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum 8 years of progressive HR management experience supporting salaried employees across multiple organizational levels.
Demonstrated capability in investigations, employee relations, engagement, and workforce development.
Experience in both manufacturing and corporate environments.
Proven experience leading and developing HR team members (minimum of 3 direct reports).
Strong knowledge of employment law, HR compliance requirements, and HR best practices.
Exceptional communication, relationship-building, coaching, and problem-solving skills.
Experience using HR metrics, reporting tools, and data systems to inform decision-making.
This position involves access to export-controlled technology which requires U.S. Person status or government authorization. A ‘U.S. Person,’ as defined by 22 C.F.R. §120.62, includes U.S. citizens, U.S. nationals, individuals lawfully admitted for permanent residence (green card holders), and individuals granted asylum or refugee status in the United States. To be considered for this position, you must either be a U.S. Person or fall within a legally recognized export control exception or authorization. If hired, you will be required to provide valid proof of such status.

Nice To Haves

Master’s degree or professional HR certification (PHR, SPHR, SHRM-CP/SCP).
Experience supporting aerospace, heavy manufacturing, or similarly complex technical/industrial operations highly preferred.
Union experience strongly preferred.

Responsibilities

Serve as the primary HR business partner for salaried support-function employees, delivering guidance on organizational design, workforce planning, and talent strategies.
Partner closely with functional leaders to ensure HR initiatives strengthen business goals, operational priorities, and overall organizational effectiveness.
Lead performance management, talent development, and annual planning processes for salaried team members.
Coach leaders on effective performance feedback, development planning, succession strategies, and career progression.
Identify organizational skill gaps and collaborate with Learning & Development to implement targeted development and training solutions.
Provide expert consultation on employee relations issues, ensuring consistent, fair, and legally compliant practices.
Work closely with the Labor Relations Manager to uphold collective bargaining agreement compliance.
Support grievance resolution, workplace investigations, and contract interpretation as needed.
Lead people-related communication efforts for salaried support teams, reinforcing clarity, transparency, and alignment with MRAS values.
Support engagement initiatives, recognition programs, and culture-building efforts that enhance employee experience and morale.
Lead and develop a team of HR professionals, cultivating a collaborative, inclusive, and high-performance environment.
Provide coaching, mentorship, workload prioritization, and ongoing professional development.
Track and analyze labor-related metrics such as grievances, arbitrations, absenteeism, overtime, and disciplinary trends.
Provide data-driven insights to leaders and recommend actions that strengthen organizational health and compliance.
Oversee HR compliance, policy administration, and accurate HR data entry for site-level processes.