HR Generalist

Key Responsibilities Onboarding & New Hire Experience Coordinate new hire onboarding end-to-end – submit system tickets, secure Day One access, conduct new employee orientation, and complete I-9 and right-to-work verification. Every new hire arrives to a prepared experience. Complete Export Control Assessments for new hires, vendors, and visitors requiring access to areas with controlled technical data. Coordinate pre‑employment drug testing, regulatory acknowledgments, and badge clearance for repair station new hires in compliance with FAA/DOT requirements. Verify internal candidate eligibility before any offer is communicated. Offboarding & Separations Own offboarding execution for all separating employees – system steps, equipment return, final pay initiation, and exit interview administration submitted within 48 hours. Communicate final day logistics clearly to the manager and employee. HR Data Integrity & Systems Administration Own the accuracy of employee data in the HR platform – role, grade, manager, reporting line, cost center, and eligibility fields. Audit your population before every compensation cycle opens. Process HR transactions within your authorization level accurately and on time; submit requests above your authorization level to Shared Services with complete information. Generate and distribute standard HR reports for your population as requested. Benefits, Leave of Absence & Employee Support Serve as the first point of contact for employee questions about benefits, leave, and pay – answering accurately from policy and routing to the appropriate specialist when needed. Administer the LOA notification process; track active leaves and surface upcoming return dates and extension requests to the HR professional above you. Support benefits open enrollment – communicate windows, assist employees with self‑service navigation, and elevate technical issues. Policy, Compliance & Ethics Support Distribute HR policy updates and collect acknowledgments; answer first‑line policy questions within your authorization. Route anything requiring interpretation to the HR professional above you. Maintain compliance tracking records – I-9 re‑verifications, training completion, certification expiry, and regulatory acknowledgments – surfacing deadlines 30 days in advance. Support Ethics intake – document the concern accurately and notify the HR professional above you immediately. Do not investigate independently. Support FAA/DOT drug and alcohol testing program administration at repair station sites. Maintain familiarity with the applicable Collective Bargaining Agreement at union sites – grievance procedures, notice requirements, and union contact protocols. HR Program Support & Coordination Support enterprise HR program rollout – communications, scheduling, logistics, participation tracking, and completion reporting. Coordinate HR events: New Employee Orientations, HR Office Hours, pulse surveys, open enrollment sessions, and leadership education sessions. Coordinate community engagement activity – track partnerships, manage event logistics, and assess government workforce development funding angles to brief the GTL Director. Administer mentoring program logistics – nomination pipeline, participant communications, calendar, activity tracking, and cycle evaluation surveys. Coordinate internship program logistics – placement, manager orientation, intern experience calendar, assessment process, and program metrics reporting. Maintain government training funding population tracking and compliance documentation – eligibility inventory, data collection, documentation library, and deadline calendar. Maintain the enterprise HR program calendar – a single, current view for the VP HR and GTL Director of all active program milestones. Support talent acquisition coordination – interview scheduling, candidate communications, and background check initiation. Compensation Support & Data Accuracy Validate employee data before every compensation cycle; support merit and bonus cycle execution – distribute manager materials, track completion, and compile data for review. Route employee and manager compensation questions to the appropriate HR professional. Do not advise on individual pay amounts, ranges, or promotion outcomes. Process pay action forms accurately within your authorization level; return incomplete forms before processing. Qualifications 2‑5 years of HR experience in an operational or generalist HR role – manufacturing, aerospace, MRO, or a technically complex industrial environment strongly preferred. Bachelor's degree in Business, HR, or a related field. PHR certification is a differentiating asset. Up to 30% travel to U.S. Chromalloy sites. Solid knowledge of U.S. federal employment law – I-9, FMLA, ADA, FLSA, Title VII, EEO. Proficiency with an enterprise HRIS platform; able to execute transactions, run reports, and identify data errors. Experience with onboarding, offboarding, and I-9 compliance administration. Experience coordinating multi‑stakeholder programs – mentoring, internship, community engagement, or government‑funded training. Familiarity with workforce development funding programs or employer training credits is a differentiating asset. Exceptional attention to detail – data errors in an HR system have downstream consequences in payroll and reporting. Clear, professional communication skills – able to give accurate information without overstating authority. Comfortable working within a structured escalation model. Familiarity with FAA/DOT drug and alcohol testing program requirements preferred for repair station assignments. Union environment experience and CBA familiarity is preferred. Additional Information This position may require work hours outside of the regularly scheduled hours to meet operational needs. This may include work during evenings, weekends, and/or holidays. Additional work hours are assigned based on business requirements. Non‑exempt employees will be paid overtime in accordance with applicable federal, state, and local laws. The salary range for this position reflects a broad spectrum of experience levels. Individual compensation within the range is determined by multiple factors, including relevant experience, education, certifications, job‑related skills, internal equity, and market conditions. We evaluate each candidate individually to ensure fair and competitive pay decisions. Due to government regulation only U.S. persons (U.S. citizen, U.S. naturalized citizen, U.S. permanent resident, holder of U.S. approved political asylee or refugee status) may be considered for this role. Chromalloy participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. Any offer of employment will also be conditioned upon the successful completion of a background investigation and drug screen in accordance with company policy and applicable federal and state regulations. Chromalloy is an equal opportunity employer - veterans, disabled. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please contact: Benefits Comprehensive and flexible benefit options starting on day one, including medical, dental, vision, EAP, wellness incentives, and 401(k) with employer matching. Development & progression opportunities for every employee – regular performance conversations, training and development curriculum, and engineering fellowship programs. Paid time off, including vacation, sick time, paid holidays, and parental leave – all eligible on your first day of employment. Competitive pay, including eligibility for quarterly and annual bonuses, depending on role and site. #J-18808-Ljbffr