Director, Human Resources (Onsite)

Job Description

Job Description

Since 2018, Elevate Aircraft Seating has been enhancing the passenger experience through innovative aircraft seat design and manufacturing. With locations in California, Washington, and Germany we are guided by creativity, collaboration, and a shared commitment to quality.

We are looking for a skilled Director Human Resources to join our team in Huntington Beach, CA. This is an on-site position based in Huntington Beach, CA. We value teamwork, inclusivity, and continuous professional development, and we offer competitive benefits along with opportunities for growth.

Export Control Requirements:
This position must meet U.S. export control compliance requirements. To meet U.S. export control compliance requirements, a “U.S. Person” as defined by 22 C.F.R. §120.62 is required. “U.S. Person” includes U.S. Citizen, U.S. National, lawful permanent resident, refugee, or asylee.

JOB SUMMARY

The Director of Human Resources serves as the senior Human Resources leader for Huntington Beach operations, providing strategic and operational HR leadership in support of both Huntington Beach facilities. This role partners closely with business leaders to drive employee engagement, workforce planning, employee relations, organizational effectiveness, compliance, and talent initiatives that support business objectives.
The Director is a trusted advisor to leadership and is responsible for the day-to-day delivery of Human Resources services while developing and implementing people strategies that support organizational growth and operational success. The role collaborates closely with the Sr. Manager Organizational Development, Talent Acquisition Leader, Manager HRIS, and Manager Compensation and Benefits to attract, develop, engage, and retain a high-performing workforce.

SUMMARY OF JOB DUTIES - Essential Functions (Other duties and projects may be assigned or requested.)

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

Strategic HR Leadership

• Partner with leadership to develop and execute people strategies that support growth, operational excellence, workforce stability, and organizational effectiveness.
• Act as a trusted advisor and coach to leaders on organizational, talent, employee relations, and workforce matters.
• Drive the successful implementation, execution, and adoption of enterprise HR programs and initiatives while ensuring alignment to site-specific business needs.
• Assess organizational risks and develop proactive HR strategies to support business continuity and long-term workforce planning.
• Align workforce planning, labor strategies, and compensation programs with business goals and operational requirements.

Employee Relations & Compliance

• Navigate the complexities of HR decision-making, balancing the diverse needs, motivations, and agendas of multiple stakeholders; apply sound judgment, reason, and logic to resolve ambiguous situations while maintaining empathy and objectivity.
• Lead and oversee complex employee relations matters, workplace investigations, performance management issues, conflict resolution, and corrective actions.
• Use your HR Expertise to provide guidance, leverage a coaching skillset with people leaders to advise on employee relations issues, policy interpretation, performance concerns, attendance matters, accommodations, and terminations.
• Partner with Legal and leadership to mitigate employment-related risk and ensure appropriate resolution of employee matters.
• Ensure compliance with federal, state, and local employment laws, company policies, and regulatory requirements.
• Monitor workplace trends and recommend solutions that support a positive, compliant, and high-performing work environment.

Employee Engagement & Culture

• Anticipate the needs of the organization by recommending and developing programs that lead to higher employee engagement and productivity, strengthen employee satisfaction, retention, accountability, and organizational culture.
• Monitor various data analytics to evaluate employee lifecycle and engagement such as culture survey results, turnover metrics, exit interview feedback, and workforce trends.
• Partner with leaders to create a highly engaged and inclusive work environment where employees feel valued, respected, and connected to company objectives.
• Support employee recognition programs, communication initiatives, and culture-building activities that enhance employee experience.
• Embody and champion a culture characterized by collaboration, innovation, responsiveness, accountability, and continuous improvement.

Workforce Planning & Talent Management

• Partner with business leaders to identify workforce needs and develop workforce plans that support operational and strategic objectives.
• Partner with Talent Acquisition and Compensation & Benefits Manager to evaluate labor market conditions, compensation competitiveness and workforce trends to ensure we are competitively attracting and retaining critical talent.
• Collaborate with Talent Acquisition to support recruiting strategies, hiring priorities, workforce forecasting, and talent pipeline initiatives.
• Drive execution of performance management processes, talent reviews, employee development planning, and succession discussions in partnership with the Sr. Manager of Organizational Development.
• Identify retention risks and develop strategies to retain key talent and critical skills.
• Support organizational design and restructuring activities as business needs evolve.

Leadership Coaching & Organizational Effectiveness

• Coach managers and leaders in effective leadership practices, employee development, accountability, performance management, and team effectiveness.
• Partner with leaders to improve organizational effectiveness, team performance, communication, and employee productivity.
• Support change management initiatives and organizational transitions through proactive communication and leadership alignment.
• Facilitate discussions and action planning around workforce challenges and organizational opportunities.
• Collaborate with the Sr. Manager of Organizational Development on leadership capability development and succession planning initiatives while maintaining accountability for business execution and adoption.

HR Operations & Business Partnership

• Oversee delivery of day-to-day Human Resources support for both Huntington Beach locations.
• Ensure consistent administration and application of HR policies, procedures, and programs.
• Collaborate with the Manager, HRIS to leverage workforce analytics, reporting, dashboards, and people metrics that support informed business decisions.
• Monitor and improve key HR metrics including turnover, absenteeism, time-to-fill, employee engagement, performance management completion, corrective action trends, and organizational key indicators.
• Partner with Compensation, Benefits, Payroll, HRIS, Talent Acquisition, and Organizational Development to deliver seamless employee and manager experience.
• Utilize workforce data and trends to identify opportunities, mitigate risks, and improve organizational outcomes.

Team Leadership

• Lead, develop, manage and mentor Human Resources Generalists supporting the Huntington Beach sites.
• Establish team priorities, performance expectations, and development plans that support a high-performing HR function.
• Foster a collaborative and customer-focused HR team that delivers exceptional service and strategic business partnership.
• Build bench strength within the HR organization through coaching, development, and succession planning.
• Promote continuous improvement and operational excellence within the HR function.
• Serves as the senior HR advisor to HB site leadership teams.
• Influences organizational decisions through strategic HR leadership, workforce insights, and business acumen.

Other

• Maintain a safe, secure, and legal work environment, adhering to company policies.
• Contribute to team efforts by accomplishing related tasks as needed.
• Protect the confidentiality of the company’s information and products.

GENERAL QUALIFICATIONS - Education, Knowledge, and Experience

Education :

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required.
• Master's degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or related field strongly preferred.

Experience :

• Minimum 12 years of progressive Human Resources experience.
• Minimum 5 years of leadership experience managing HR professionals.
• Demonstrated experience serving as a strategic Human Resources business partner to executive leadership teams.
• Experience leading employee relations, workforce planning, organizational effectiveness, employee engagement, and change management initiatives in a manufacturing, aerospace, defense, or other operational environment.
• Experience influencing organizational decisions through workforce insights, data, and business partnership.
• Experience supporting multi-site operations preferred.
• Experience managing multiple projects simultaneously in a fast-paced environment.

Preferred Experience :

• Experience leading organizational change, restructuring, and growth initiatives.
• Experience partnering with executive leadership teams on workforce strategy and organizational effectiveness.
• Experience working within matrixed and global organizations.

Other :

• Must be authorized to work in the United States.
• Extended or irregular hours may be required.
• Elevate Aircraft Seating is an “at-will” employer; employment is at the mutual consent of both the employee and the employer, and may be terminated at will for any reason, with or without cause, at any time during employment with the Company.
• As business conditions warrant a change in the operating necessities of the Company, all employees are expected to react productively, handle other essential tasks assigned now or in the future.

CERTIFICATES AND LICENSES

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

SUPERVISION PROVIDED TO THE POSITION

• Direction is provided for assignments in terms of desired outcome (goals), timing and budget.
• Work is reviewed or measured in terms of meeting organizational objectives and schedules.

LEADERSHIP RESPONSIBILITY

• Manages team for adherence to organizational goals, operating policies, and budgetary guidelines.
• Manages team performance and is responsible for training and coaching.
• Serves as a strategic partner to business leaders by providing data-driven insights and recommendations.
• Influences organizational decisions through workforce analytics, metrics, and trend analysis.

PROBLEM SOLVING

• Develop and provide solutions to complex problems based on established precedents and are consistent with organization objectives.

LANGUAGE SKILLS

• Ability to communicate effectively in English, both verbally and in writing.

COMPENSATION & BENEFITS
Elevate Aircraft Seating offers competitive wages and benefits to recognize employees for their work. The base pay offered will vary depending on job-related knowledge, skills, location, experience and take into account internal equity.

Salary Range Transparency: $160,000 - $195,000 annually

Featured Benefits:

• Up to 20% bonus potential (for bonus eligible positions)
• Generous 401(K) matching with immediate eligibility and vesting
• 3 weeks of Paid Time Off
• 12 paid holidays
• Affordable health care plans for yourself and your family
• And so much more!

Other Perks:

• On-site gym
• Free electric car charging stations
• Potential for growth within organization
• Supportive workplace environment with a team-oriented culture