Senior Manager, Human Resources

Overview Chromalloy is a global engineering and solutions company that provides aftermarket parts, repairs, and solutions to extend the life of aircraft engines and gas turbines. We develop, manufacture, and repair critical turbine components for a range of engine platforms serving the aerospace, energy, and defense industries worldwide. Why work at Chromalloy? Chromalloy employees are problem-solvers who strive to live our values every day. A career with Chromalloy offers opportunities to learn from industry experts, work with important technologies, and pursue innovation. We are committed to an inclusive environment where all employees feel represented, heard, and able to bring their best selves to work every day. Be part of something bigger with Chromalloy! Our Total Rewards Program supports you today and in the future: Comprehensive and flexible benefit options starting on day one, including medical, dental, vision, EAP, wellness incentives, and 401(k) with employer matching. Development and progression opportunities for every employee through 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. Eligibility for individual benefit plans may vary based on employment status. Role Summary The Senior HR Manager leads the human resources function across Chromalloy's U.S. repair stations. They own the full employment relationship for every employee in this population, direct a team of Lead HR Business Partners, and serve as the primary HR strategic partner to repair station operations leadership. This is a senior strategic role. Day-to-day HR administration is handled by HR Shared Services and site-level HR professionals. The role exists to improve the repair station operation through people strategy and is hybrid, located at facilities in San Diego, Phoenix, San Antonio, Newnan, Orangeburg, or Windsor. Key Responsibilities Strategic Business Partnership Serve as the primary HR strategic partner to repair station site leaders and operations management, building relationships to enable proactive conversations 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. 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 Effectiveness Own workforce plan execution — translating enterprise manpower strategy into site-level actions aligned with capacity. Partner with operations leaders on demand forecasting, role justifications, and workforce transitions. Manage the full lifecycle of contingent and contractor workforce in compliance with FAA/DOT requirements for access to regulated areas. Talent Management & Succession Lead talent identification and succession planning for a technically certified workforce, focusing on FAA-licensed and certificated roles. Identify Single Point of Failure (SPOF) roles and address gaps; identify flight risk in key roles and initiate retention actions as needed. Oversee development conversations, connect talent to programs, and facilitate internal mobility. Facilitate talent calibration sessions with repair station leadership. Performance Management & Leadership Effectiveness Coach managers through goal setting, check-ins, evaluations, and calibration. Lead corrective action, disciplinary processes, and performance improvement planning with compliant documentation. Deliver stay interviews, pulse surveys, and retention initiatives for critical talent. Employee Relations, Ethics & Compliance Lead complex employee relations investigations; document findings and actions. Conduct Ethics Hotline investigations as assigned; represent Chromalloy in union matters at applicable sites. Ensure compliance with FAA/DOT requirements, including drug and alcohol testing and fitness for duty standards. Conduct Export Control Assessments for HR candidates, vendors, and visitors accessing controlled data. Apply and interpret HR policies for the repair station population. Lead HRBP Direction & Site HR Oversight Provide strategic direction and oversight to Lead HR Business Partners and build capability. Maintain visibility across all repair station sites with equivalent HR leadership and support. Champion enterprise HR programs across sites and drive adoption at the site level. Compensation & Data Integrity Partner with Global Compensation on pay actions for this population. Validate HR data before each compensation cycle and certify merit increase files. Execute merit and bonus cycle communications for this population. Qualifications 7+ years of progressive HR Business Partner experience; manufacturing, aerospace, MRO, or FAA-regulated repair station environment strongly preferred. Strategic HR partner with demonstrable ability to operate at a business-partner level. Experience leading site-based HR professionals across multiple locations. Familiarity with FAA/DOT regulatory requirements affecting HR practices; prior repair station or MRO HR experience is advantageous. Deep expertise in employee relations, investigation methodology, and disciplinary process management. Experience managing contingent and contractor workforce lifecycles in a regulated environment. Hands-on experience with talent management and succession planning for technical workforces. Strong knowledge of US federal and state employment law (FMLA, ADA, FLSA, HIPAA, Title VII, EEO). Experience supporting union environments and collective bargaining is preferred. Proficiency with an enterprise HRIS; data governance and reporting accuracy. Excellent communication, coaching, and facilitation skills; able to influence without direct authority. Bachelor's degree in Business, HR, or related field; PHR/SPHR or equivalent certification preferred. Additional Information This position may require hours outside the regular schedule to meet operational needs, including evenings, weekends, or holidays. Non-exempt employees will be paid overtime in accordance with laws. The salary range reflects a broad spectrum of experience. Individual compensation is determined by factors including experience, education, and market conditions. Due to government regulation, only US persons may be considered for this role. Chromalloy participates in E-Verify and will provide Form I-9 information. Any offer of employment is conditioned on successful completion of a background check and drug screen. Chromalloy is an equal opportunity employer - vets/disabled. If you need a reasonable accommodation for the application process, please contact Chromalloy. #J-18808-Ljbffr