Senior Manager, Human Resources

The Senior HR Manager leads the human resources function across Chromalloy's U.S. PMA manufacturing sites, owning the full employment relationship for every employee in this population, directing a team of Lead HR Business Partners, and serving as the primary HR strategic partner to operations leadership. This is a senior strategic role. Day-to-day HR administration is handled by HR Shared Services and site-level HR professionals. This role exists to make the operations stronger through people strategy. This role is hybrid at our facilities in Tampa Bay, FL or Carson City, Nevada. KEY RESPONSIBILITIESStrategic Business PartnershipServe as the primary HR strategic partner to repair station site leaders and operations management — building relationships that enable proactive conversation on workforce health, organizational capability, and people risk.Participate in repair station business planning cycles and leadership forums; bring HR and workforce implications into decisions before they are made.Lead structured workforce reviews covering attrition risk, capability gaps, key talent status, certification and license compliance risk, and organizational effectiveness.Assess and diagnose organizational design issues; recommend structural changes and span-of-control adjustments.Workforce Planning & Organizational EffectivenessOwn workforce plan execution — translating enterprise manpower strategy into site-level headcount actions, role changes, and staffing transitions aligned with repair station capacity.Partner with operations leaders on demand forecasting, role justifications, and workforce transitions.Manage the full lifecycle of the contingent and contractor workforce — requisition, onboarding, performance, and offboarding in compliance with FAA/DOT requirements for contractor access to regulated areas.Talent Management & SuccessionLead talent identification and succession planning for a technically certified workforce — calibrating who is ready, developing, and at risk, with particular attention to FAA-licensed and certificated roles that are hard to replace quickly.Identify and document Single Point of Failure (SPOF) roles — especially FAA-licensed Inspectors and Designated Engineering Representatives where incumbent loss creates both operational and regulatory gaps.Identify flight risk in key roles; proactively initiate retention actions for technically skilled populations where external demand is high.Own development conversations with high-potential employees; connect talent to development programs, cross-site assignments, and internal mobility pathways.Facilitate talent calibration sessions with repair station leadership.Performance Management & Leadership EffectivenessCoach and support repair station managers through the full performance management cycle — goal setting, check-ins, year-end evaluations, and calibration.Lead corrective action, disciplinary processes, and PIP coaching; ensure documentation is complete and legally sound.Deliver stay interviews, pulse surveys, and retention initiatives focused on critical talent and high-potential employees.Employee Relations, Ethics & ComplianceLead all complex employee relations investigations — conduct interviews, document findings, and recommend conclusions and actions.Conduct Ethics Hotline investigations assigned to this population.Represent Chromalloy in union matters at applicable repair station sites.Ensure compliance with FAA/DOT requirements as they apply to HR practices — drug and alcohol testing program administration, fitness for duty standards, and employee reporting obligations.Conduct Export Control Assessments for HR candidates, vendors, and visitors accessing areas with controlled technical data.Apply and interpret HR policies for the repair station population.Lead HRBP Direction & Site HR OversightProvide strategic direction and performance oversight to Lead HR Business Partners — set expectations, review work quality on complex matters, and build capability.Maintain consistent visibility across all repair station sites — every site receives equivalent HR leadership and support.Champion enterprise HR programs across all sites — translate corporate initiatives into site-level implementation and hold Lead HRBPs accountable for adoption.Compensation & Data IntegrityPartner with Global Compensation on all pay actions for this population — promotions, off-cycle adjustments, and exception requests.Validate employee data in the HR platform before every compensation cycle; review and certify merit increase files before submission.Execute merit and bonus cycle communications for this population.Qualifications:7+ years of progressive HR Business Partner experience with demonstrated experience (manufacturing, aerospace, MRO, or an FAA-regulated repair station environment strongly preferred.)Proven track record as a strategic HR partner — not primarily a transactional generalist. Demonstrated ability to operate at a business-partner level.Experience leading or directing site-based HR professionals across multiple locations.Familiarity with FAA/DOT regulatory requirements as they affect HR practices — drug and alcohol testing programs, fitness for duty standards, and employee reporting obligations. Prior repair station or MRO HR experience is a material advantage.Deep expertise in employee relations, investigation methodology, and disciplinary process management; ability to lead complex cases independently.Experience managing contingent and contractor workforce lifecycles in a technically regulated environment.Hands-on experience leading talent management and succession planning for technical and certificated workforces.Strong working knowledge of US federal and state employment law — FMLA, ADA, FLSA, HIPAA, Title VII, EEO.Experience supporting union environments and collective bargaining processes is strongly preferred.Proficiency with an enterprise HRIS platform; understands data governance and its impact on compensation and reporting accuracy.Excellent communication, coaching, and facilitation skills; able to challenge leaders constructively and influence without direct authority.Bachelor's degree in Business, HR, or a related field. PHR, SPHR, or equivalent professional certification preferred.JobFamilyHuman ResourcesJobFunctionGeneral Human ResourcesPayTypeSalaryEducationLevelBachelor’s DegreeTravelRequiredtrueTravelPercentage10HiringMinRate136000HiringMaxRate178500