Manager

ABOUT MAGELLAN JETS: Founded in 2008 and nowone of thelargest private aviation providers, Quincy, MA-based Magellan Jets is a premier provider of private aviation solutions, offering a comprehensive range of Jet Card ownership, On-Demand Charter, andAircraft Sales and Management. With a focus onpersonalized service, Magellan Jets is dedicated to delivering customized and unparalleled flying experiences to its Private Clients worldwide.Magellan Jets and itsFAA-certificated Flight Operations teamlead one of the industry’s most comprehensive safety management systems and protocols providing peace of mindto the most discerning travelers. POSITION SUMMARY: The Senior Manager, People & Culture leads the day-to-day operations of Magellan Jets’ People & Culture function. Reporting to the Senior Director, People & Culture, this role directly manages the HR Coordinator and the Talent Acquisition Partner and holds decision authority over employee relations, HR policy administration, and program delivery below the executive level. The Senior Manager ensures consistent, compliant, high-quality delivery across employee relations, leaves and accommodations, benefits, talent acquisition, and HR administration, and provides continuity for the Senior Director on delegated matters. ESSENTIAL FUNCTIONS: Directly manages, coaches, and develops the HR Coordinator and Talent Acquisition Partner, setting clear performance expectations and supporting day-to-day prioritization and quality of work. Owns employee relations matters and investigations below the Departmental Leadership Team (DLT) level, from intake through written findings, and holds final decision authority on corrective action and involuntary termination at that level. Refers matters involving DLT members and above to the Senior Director, People & Culture. Owns the separation process below the DLT level for both voluntary and involuntary separations, including required review of all manager-initiated terminations, separation documentation, final pay coordinated with the payroll vendor to meet Massachusetts Wage Act timing, benefits and COBRA notification, property return and access deprovisioning, exit interviews, and unemployment claim response. Escalates to the Senior Director, People & Culture, and engages outside counsel where warranted, any employee relations matter or separation involving a protected-class allegation, a pending leave or accommodation request, a recent complaint, or a threatened claim. Manages talent acquisition delivery through the Talent Acquisition Partner, including requisition prioritization, pipeline and quality-of-hire review, approval of external recruiter agreements and fee structures, offer approval within approved ranges, and accountability for time-to-fill and hiring manager service standards; coaches the Talent Acquisition Partner on intake discipline and hiring manager pushback. Manages and continuously improves HR administrative processes including onboarding, offboarding, personnel file management, and HRIS data integrity in partnership with the third-party HR vendor. Owns HR metrics and reporting, including the design and maintenance of dashboards and regular reporting on key people metrics (e.g., headcount, turnover and retention, time-to-fill, and offer acceptance); prepares people metrics and trend analysis for senior HR leadership and for Departmental Leadership Team and ELT reporting, translating data into recommendations that drive decisions. Monitors compliance with federal and state employment law requirements across all active employee locations, flagging risks and coordinating corrective action with senior HR leadership. Owns the leave of absence and accommodation program, including FMLA and Massachusetts PFML compliance, notice and certification standards, and return-to-work protocols, delegating intake and tracking to the HR Coordinator while retaining accountability for compliance. Personally leads the ADA interactive process and approves accommodation determinations below the executive level, partnering with outside counsel on higher‑risk matters. Owns the employment‑based immigration compliance framework beyond Form I‑9, including recommending sponsorship decisions and associated costs to the Senior Director, STEM OPT and Form I‑983 training plans, and work authorization expiration controls, delegating routine tracking to the HR Coordinator and directing immigration counsel as needed. Owns benefits program delivery, including annual open enrollment execution, employee communications, and escalated issue resolution; manages the third‑party benefits and payroll vendor relationship against defined service levels, evaluates vendor performance, and leads the operational workstream to bring benefits and payroll in‑house under the Senior Director’s insourcing strategy. Owns the recurring benefits‑compliance calendar, including COBRA administration, ACA reporting (Forms 1094‑C and 1095‑C), and Form 5500 filings, holding the third‑party vendor and the HR Coordinator accountable for accurate and timely execution and maintaining the audit trail. Supports the performance management cycle, including coordinating review processes, maintaining documentation, and advising managers on performance conversations and PIPs. Conducts compensation equity reviews, job leveling, and total rewards analysis, and recommends pay range structures to the Senior Director, People & Culture for approval; administers approved structures across postings, offers, and adjustments. Owns compliance with multi‑state pay‑transparency requirements, enforcing the pay ranges approved by the Senior Director, People & Culture in all job postings and ensuring those ranges are kept current as state and local requirements evolve, in coordination with the Talent Acquisition Partner. Supports M&A activity as needed, including onboarding of acquired employees, benefits harmonization, and integration coordination. Owns the HR policy library, employee handbook, and compliance calendar, including annual review, drafting, revision, manager training, and rollout; policies carrying material legal, financial, or precedent‑setting exposure are approved by the Senior Director, People & Culture. Supports employee engagement initiatives, internal communications, and culture‑building programs. Manages People & Culture spend against the budget owned by the Senior Director, People & Culture, including benefits, HRIS, recruiting, and training; tracks actuals, flags variances, and supports the annual budget build with usage data and forecasting input. Provides continuity for the Senior Director, People & Culture during absences and on delegated matters, keeping HR operations running without interruption. COMPETENCIES: Knowledge & Education: A minimum of 9 years of progressive HR experience, including at least 2 years in an HR supervisory role; or a Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent professional experience), with a minimum of 6 years of progressive HR experience, including at least 2 years in an HR supervisory role. For purposes of this requirement, supervisory experience means direct supervision of at least one employee, with formal responsibility for that employee’s goal setting, performance reviews, documented feedback, and development. Hands‑on ownership, not just exposure to, of at least three HR functional areas outside talent acquisition, drawn from employee relations and workplace investigations, leave and accommodation administration, benefits administration, HR compliance, or HRIS Federal and multi‑state employment law, including Massachusetts‑specific regulations (e.g., PFML, Wage Act); ability to reach defensible decisions on employee relations matters without escalation A strong understanding of HR administrative best practices, personnel record‑keeping, and data integrity Working knowledge of outsourced HR service models (payroll, benefits, HRIS vendors), including vendor oversight, SLA management, and the operational foundations needed to eventually bring these functions in‑house; payroll experience, whether direct processing or vendor management is a significant plus Direct experience administering FMLA and state paid family and medical leave, including issuing eligibility and designation notices, tracking medical certification, and managing return‑to‑work Experience running the ADA interactive process and documenting reasonable‑accommodation determinations Experience conducting workplace investigations through to written findings and a recommended outcome Experience managing an outsourced payroll, benefits, or HRIS vendor against defined service levels Experience making or recommending involuntary separation decisions and coordinating compliant final pay Experience in a high‑growth, entrepreneurial, or privately held organization a plus SHRM‑CP or PHR strongly preferred; SHRM‑SCP or SPHR a plus Skills: Team supervision and development, including delivering feedback and managing performance Vendor performance management and budget tracking Building and interpreting workforce metrics, headcount, turnover and retention, leave utilization, and benefits cost per enrollee, and surfacing the trend behind the number Investigative interviewing and writing defensible findings Drafting policy and handbook language, and translating statutory requirements into operational process Reading and applying regulatory text (FMLA, PFML, ADA, ACA, COBRA) rather than relying on vendor interpretation Managing a compliance calendar of statutory deadlines with no tolerance for slippage Coaching managers through performance and conduct matters, including delivering decisions the manager does not want Supervising a direct report through goal setting, documented feedback, and underperformance Abilities: Build trust and rapport with employees and managers at all levels of the organization Handle sensitive employee information and situations with discretion and professionalism Work independently and take ownership of day‑to‑day HR operations with minimal oversight Adapt quickly in a fast‑paced, growing company environment Hold decision authority and defend a position with department heads and senior leaders while supporting the strategic direction set by the Senior Director Escalate appropriately and exercise sound judgment in ambiguous situations Reach and own a defensible decision under time pressure on an incomplete record Remain neutral while investigating colleagues and peers, including people worked alongside daily Operate in a role where a missed statutory deadline carries direct financial consequence MANAGEMENT RESPONSIBILITIES: This position directly manages the HR Coordinator and the Talent Acquisition Partner. The Senior Manager is responsible for the day‑to‑day performance, development, and accountability of both direct reports. Performance Management: Schedule and meet with each direct report regularly for 1:1 discussions Facilitate Quarterly Reviews (4x per year) with each direct report Collaborate with direct reports to set OKR’s ensuring they support the team and business Coach and develop team members Regularly provide direct and candid feedback to team members Document performance concerns; collaborate with HR and Senior Leader as necessary Team Management: Oversee day‑to‑day functions within the team Always ensure adequate team coverage Facilitate team meetings at least quarterly Review and approve vacation schedules for direct reports, ensuring appropriate coverage in alignment with the company’s Flexible PTO policy. Onboarding & Training: Hire and onboard the appropriate talent for the team Create transition plans and training plans for new hires; oversee execution of each plan WORK ENVIRONMENT: Location: Mon–Thu onsite in Quincy, MA, with the option to work remote on Fridays Conditions: Professional office environment; occasional off‑site meetings and company events. PHYSICAL DEMANDS: Extended periods sitting at a desk or workstation. Occasional walking/ movement between work areas (e.g., meetings, restrooms, or kitchen). Repetitive Hand and Wrist Movements via frequent typing and use of a mouse. Light lifting of office supplies, documents, or equipment (up to 20 lbs). Screen Use: Prolonged use of a computer screen. POSITION TYPE AND EXPECTED HOURS OF WORK This is a Full-Time, Exempt position. TRAVEL: Minimal travel expected; occasional travel for industry events or off‑site meetings. AFFIRMATIVE ACTION PLAN/EQUAL EMPLOYMENT OPPORTUNITY (AAP/EEO) STATEMENT: Magellan Jets is an equal opportunity employer and is committed to diversity in its workforce. We consider all qualified applicants without regard to race, color, national origin, gender, age, disability, or veteran status, in accordance with applicable law. OTHER DUTIES: This job description is intended to convey information essential to understanding the scope of the Senior Manager, People & Culture position. It is not an exhaustive list of responsibilities, duties, and skills required for the role. Magellan Jets reserves the right to amend this job description at any time to reflect business needs and operational priorities. #J-18808-Ljbffr