Human Resource Director

About Comlux America Comlux America is a world-class VIPaircraft completion and refurbishment center located in Indianapolis, Indiana. The company designs, engineers, and installs custom luxury interiors and advanced aircraft systems for airliner-derivative business jets. Comlux also offers scheduled and unscheduled maintenance services. Specializing in highly customized aircraft, Comlux transforms aircraft into personalized flying environments that reflect exceptional craftsmanship, precision engineering, and uncompromising safety. Role Description The HR Director serves as the operational leader of the Human Resources function at Comlux America, partnering closely with the Chief Human Resources Officer (CHRO) to execute day-to-day HR programs and initiatives. This role oversees employee relations, compliance, HRIS administration, training coordination, and employee engagement activities while serving as the primary HR resource for managers and employees. The HR Director leads employee relations case management, ensures compliance with company policies and employment regulations, maintains HRIS data integrity, and supports retention and engagement efforts. This position plays a key role in coaching managers, resolving workplace issues, and driving effective HR processes that support both employees and business objectives. Essential Job Functions -- EmployeeRelations Serve as the primary point of contact for walk-in employee concerns and day-to-day employee relations inquiries Coach managers and supervisors on handling employee issues, performance concerns, and difficult conversations Own ER case intake, documentation, and tracking for the full case lifecycle Lead formal investigations into misconduct, harassment, and other workplace complaints Administer progressive discipline, including Performance Improvement Plans (PIPs) and written warnings Execute terminations and ensure proper documentation is completed and retained Facilitate conflict resolution and mediation between employees Onboarding & Retention Own coordination of 30/60/90-day new hire check-ins as the Company builds out this program – a key lever in reducing early‑tenure turnover Coordinate annual open enrollment communications and logistics Administer leave programs, including FMLA, ADA accommodations, and other leaves of absence (LOA) Manage workers' compensation cases from intake through resolution HRIS & Data Lead HRIS implementation projects, partnering with IT and the CHRO on system rollouts and upgrades Conduct monthly data integrity audits to ensure accuracy of employee records Prepare monthly headcount and turnover reporting for leadership review Manage HRIS system configuration and user access administration Maintain the HR dashboard and keypeople metrics on a monthly cadence Compliance Maintain OSHA record‑keeping and the OSHA 300 log Lead annual I‑9 audit and compliance verification Own annual employee handbook updates Lead policy creation and administration across the HR function Maintain and manage the HR compliance calendar, ensuring all recurring deadlines are met Training & Development Provide day‑to‑day coaching to supervisors on HR best practices and policy application Lead annual skills gap identification and analysis in partnership with department leaders Culture & Employee Engagement Own and coordinate the Company's stay‑interview program on an ongoing basis Report stay interview insights and themes to the CHRO on a quarterly basis Draft employee communications as needed, in partnership with the CHRO Provide support for future Employee Resource Groups (ERGs) and employee committees as these programs are developed General HR Operations Conduct weekly check‑ins with department managers to proactively surface HR needs and concerns Serve as a resource for managers seeking policy interpretation and guidance Monitor employee sentiment on an ongoing basis to identify engagement or organizing risk early Train supervisors on positive employee relations practices that support a direct, union‑free work environment Identify and respond to early indicators of organizing risk Escalate high‑risk situations to the CHRO promptly and with appropriate documentation Minimum Qualifications, Education and Experience Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent professional experience 10–15+ years of progressive HR experience, including direct ownership of employee relations casework and investigations Demonstrated experience administering leave programs (FMLA, ADA, LOA) and workers' compensation cases Strong working knowledge of federal and state employment law, including EEOC, OSHA, and I‑9 compliance requirements Experience with HRIS platforms, including data integrity management and reporting Excellent judgment and discretion in handling confidential and sensitive employee information Strong written and verbal communication skills, with the ability to coach managers at all levels Required Skills and Abilities Strong leadership presence with the ability to influence and coach leaders at all levels of the organization Exceptional employee relations and conflict resolution capabilities Proven ability to build trust and credibility with employees, managers, and executive leadership Strong business acumen with the ability to align people strategies to organizational objectives Demonstrated success leading organizational change and continuous improvement initiatives Strong understanding of employment laws, labor regulations, and HR compliance requirements Excellent communication, presentation, facilitation, and interpersonal skills Strong analytical and problem‑solving abilities with a data‑driven decision‑making approach Experienced developing and utilizing HR metrics, dashboards, and workforce analytics Advanced proficiency with HRIS platforms and HR technology solutions Proficiency in Microsoft Office applications including Excel, Word, PowerPoint, and Outlook Ability to manage multiple priorities in a fast‑paced operational environment Strong organizational, project management, and execution skills Commitment to employee development, operational excellence, and customer service Ability to maintain confidentiality and exercise sound judgment in sensitive situations Experience in a manufacturing, aerospace, or production environment, particularly within a fast‑growing or PE‑backed organization preferred PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification preferred Experience supporting union avoidance strategy and employee sentiment monitoring preferred Familiarity with stay interview programs and engagement survey methodology preferred What Success Looks Like in This Role Walk‑in employee concerns and day‑to‑day ER cases are handled promptly, consistently, and with appropriate documentation A formal 30/60/90‑day check‑in program is operational and contributing to measurable improvement in early‑tenure retention HRIS data integrity, compliance record‑keeping, and the HR compliance calendar are maintained proactively, with no missed deadlines or audit findings Department managers view the HR Director as an accessible, reliable first point of contact for people‑related guidance Stay interview insights are delivered to the CHRO on schedule and translated into actionable retention strategies Your success is our success. We provide a competitive and comprehensive total rewards package that supports you and your family. 401(k) with company annual contribution equal to 3% of eligible compensation 100% company‑paid vision premiums Medical, Dental, Life Insurance, and EAP benefits Free financial consultations and guidance EEO Statement Comlux is committed to providing equal employment opportunities to all applicants and employees regardless of race, color, religion, age, national origin, military status, veteran status, disability, sex (including pregnancy and sexual orientation), genetic information, or any other characteristic protected by law. #J-18808-Ljbffr