Senior HR Manager

Principal Accountabilities

• Lead the HR and HSE team.
  • Champion a “ONE team” approach by promoting collaboration and mutual support between the HR and HSE team members, departments, and facilities.
  • Provide technical advice and knowledge to others within the Human Resources function.
  • Conduct a comprehensive evaluation of the Oxygen US HR team and lead the execution of a development strategy that elevates team effectiveness and drives business impact.
• Be an HR Business Partner and provide strategic vision.
  • Serve as a strategic HR expert, advising and guiding business leaders in designing and implementing effective organizational structures that empower local teams with the right balance of accountability and agility.
  • Develop staffing strategies and implementation plans and programs to identify talent within and outside the corporation.
  • Develop and implement compensation programs to attract and retain talent, which are competitive in the aerospace industry and geographical area, while managing and protecting the short and long-range economic health of the organization.
  • Manage benefits programs locally by providing appropriate level of information to employees (Safran USA maintains responsibility for benefits proposition for all US Business Units).
  • Oversee and manage the budget and other financial measures of the HR function.
  • Contribute to strategic planning, direction, and goal setting for the departments/functions in collaboration with senior management.
  • Propose and manage projects to improve functional and organizational performance.
  • Inspire safe work practices and contribute to the evolution of health, safety, and environmental program and culture.
  • Provide consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with corporate policies, goals, and objectives.
• Drive HR development and local HR policies.
  • Develop and implement organizational human resources policies, ensuring compliance with federal, state, and local legislation (including EEO, FMLA, PFL, and FLSA).
  • Develop appropriate policies and programs for effective HR management. Included in this area but not limited only to the following would-be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development.
  • Ensure full functional and organizational compliance (documentation, document retention, reporting, etc.).
  • Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of skilled workforce.
• Drive Employee Engagement, Culture, and Retention
  • Drive employee engagement by designing and implementing initiatives that strengthen connection, inclusion, and alignment with organizational values, while proactively enhancing the overall employee experience - Champion the Safran Ambassador Network locally, engaging employees in initiatives that promote the company brand and support the attraction of local talent
  • Monitor engagement, retention, and absenteeism trends, taking a data-driven approach to address root causes, improve morale, and ensure appropriate workforce coverage to support business continuity
• Oversee HR administration.
  • Oversee the payroll process to ensure accuracy and timely payments.
  • Ensure data accuracy as it related to employee data, payroll data, KPI reports. Complete all HR KPIs with timely reporting as required.
  • Ensure HR administration complies with US Data Protection requirements.
• Develop employee skills and drive career path management.
  • Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps. Areas of activity will include talent management through proper succession planning programs for key contributors and leadership positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee business acumen.

Experience & Qualifications

• Proven record of success in leading and fostering collaboration across departments, companies and supplier partners in the US and internationally to accomplish goals and action plans, identify/solve problems and effect necessary change while sustaining/increasing stakeholder engagement.
• Global experience liaising with other cultures, strong leadership and interpersonal skills, with the ability to build relationships and influence stakeholders at all levels of the organization.
• Excellent communication skills and the ability to make effective presentations including controversial or complex topics to develop influential relationships that will inspire leadership to seek her/his consultation and partnership to identify world class talent solutions. Audience groups include top management, employee groups, public groups and board of directors.
• A reputation for demonstrating the highest ethical standards and ability to be a respected key member of the SAU HR team.
• Technical knowledge and experience with HRIS systems, preparation and analysis of HR reports and data, PC and Microsoft Office, Federal and State labor laws.
• Organizational and project leadership skills from planning through execution including the ability to work under pressure and tight deadlines.
• Bachelor's degree in human resources, Business Administration or related field. 10+ years of progressive Human Resources experience and/or training required, or an equivalent combination of education & experience.
• SHRM Cert. preferred.
• Bilingual in English & French and/or English/Spanish preferred