Sr. Manager, Human Resources

Elevate Aircraft Seating•Huntington Beach, CA

19h•Onsite

About The Position

The Sr. Manager of Human Resources serves as the HR leader for Elevate Aircraft Seating’s two Huntington Beach facilities. This on-site role provides strategic and operational HR leadership, partnering with business leaders to support employee engagement, workforce planning, employee relations, organizational effectiveness, compliance, and talent initiatives. The Sr. Manager advises leadership and oversees day-to-day HR service delivery while developing and implementing people strategies that support organizational growth and operational success. The role collaborates with Organizational Development, Talent Acquisition, HRIS, and Compensation and Benefits teams. The position leads and develops HR Generalists, serves as a senior HR advisor to site leadership, and influences organizational decisions through workforce insights and business acumen. A U.S. Person, as defined by 22 C.F.R. §120.62, is required to meet U.S. export control compliance requirements. The role is based on-site in Huntington Beach, California, and may require extended or irregular hours.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
At least 7 years of progressive Human Resources experience.
At least 3 years of leadership experience managing HR professionals.
Demonstrated experience as a strategic HR business partner to executive leadership teams.
Experience leading employee relations, workforce planning, organizational effectiveness, employee engagement, and change management initiatives in a manufacturing, aerospace, defense, or other operational environment.
Experience influencing organizational decisions using workforce insights, data, and business partnership.
Experience managing multiple projects simultaneously in a fast-paced environment.
Must be authorized to work in the United States and meet the stated U.S. Person export-control requirement.
Ability to communicate clearly and effectively in English, verbally and in writing.
Extended or irregular hours may be required.

Nice To Haves

Master’s degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or a related field.
Experience supporting multi-site operations.
Experience leading organizational change, restructuring, and growth initiatives.
Experience partnering with executive leadership teams on workforce strategy and organizational effectiveness.
Experience working within matrixed and global organizations.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Responsibilities

Partner with leadership to develop and execute people strategies that support growth, operational excellence, workforce stability, and organizational effectiveness.
Advise and coach leaders on organizational, talent, employee relations, and workforce matters.
Implement enterprise HR programs and initiatives in alignment with site-specific business needs.
Assess organizational risks and develop proactive HR strategies for business continuity and long-term workforce planning.
Align workforce planning, labor strategies, and compensation programs with business and operational requirements.
Lead complex employee relations matters, workplace investigations, performance management issues, conflict resolution, and corrective actions.
Guide leaders on employee relations, policy interpretation, performance concerns, attendance, accommodations, and terminations.
Partner with Legal and leadership to mitigate employment-related risk and resolve employee matters appropriately.
Ensure compliance with employment laws, company policies, and regulatory requirements.
Monitor workplace trends and recommend solutions that support a positive, compliant, high-performing work environment.
Develop and recommend programs to improve employee engagement, productivity, satisfaction, retention, accountability, and culture.
Use culture surveys, turnover metrics, exit feedback, and workforce trends to assess the employee lifecycle and engagement.
Partner with leaders to create an inclusive work environment and support recognition, communications, and culture-building activities.
Champion collaboration, innovation, responsiveness, accountability, and continuous improvement.
Identify workforce needs and develop workforce plans that support operational and strategic objectives.
Facilitate headcount planning, labor cost management, and forecasting with leaders.
Partner with Talent Acquisition and Compensation and Benefits to assess labor markets, compensation competitiveness, and workforce trends.
Collaborate with Talent Acquisition on recruiting strategies, hiring priorities, workforce forecasting, and talent pipelines.
Drive performance management, talent reviews, employee development planning, and succession discussions with Organizational Development.
Identify retention risks and develop strategies to retain key talent and critical skills.
Support organizational design and restructuring as business needs evolve.
Coach managers and leaders on leadership practices, employee development, accountability, performance management, and team effectiveness.
Improve organizational effectiveness, team performance, communication, and employee productivity in partnership with leaders.
Support change management and organizational transitions through communication and leadership alignment.
Facilitate discussions and action planning around workforce challenges and organizational opportunities.
Collaborate with Organizational Development on leadership capability development and succession planning while maintaining accountability for business execution and adoption.
Oversee day-to-day HR support for both Huntington Beach locations and ensure consistent administration of HR policies, procedures, and programs.
Collaborate with HRIS to use workforce analytics, reporting, dashboards, and people metrics in business decisions.
Monitor HR metrics including turnover, absenteeism, time-to-fill, engagement, performance management completion, corrective action trends, and organizational indicators.
Partner with Compensation, Benefits, Payroll, HRIS, Talent Acquisition, and Organizational Development to deliver a seamless employee and manager experience.
Use workforce data and trends to identify opportunities, mitigate risks, and improve organizational outcomes.
Lead, develop, manage, and mentor HR Generalists supporting the Huntington Beach sites.
Set team priorities, performance expectations, and development plans; build team capability through coaching, development, and succession planning.
Promote a collaborative, customer-focused HR team and continuous improvement within the HR function.
Maintain a safe, secure, and legal work environment, follow company policies, protect confidential company information and products, and complete related tasks as needed.