Human Resources Manager

KP Aviation, an international supplier and procurer of aftermarket aviation components and assets, is searching for the next key member of our team! The HR Manager is responsible for supporting and strengthening the employee experience across the organization, with primary focus on learning and development, training programs, internal communications, employee engagement, manager enablement, and consistent People & Culture program execution. This role partners with the Director of People & Culture to build scalable employee development programs, improve manager effectiveness, support performance management processes, and reinforce a positive, values-driven workplace culture. This position serves as a key operational partner within the People & Culture team and provides backup support to the Director of People & Culture on employee relations, confidential matters, internal investigations, benefits administration, compliance, and other escalated HR matters as needed. While escalated HR support is part of the role, the primary emphasis is employee experience, learning, development, training, communication, and program implementation. Performs additional duties as required. To succeed in this role, you will need to have: Employee Experience, Engagement, and Culture Supports employee experience initiatives that reinforce company values, engagement, retention, and a positive workplace culture. Assists with recognition programs, wellness initiatives, culture campaigns, employee events, and feedback follow-up. Identifies employee experience gaps and recommends practical improvements to strengthen communication, consistency, and support. Learning, Development, and Training Coordinates company learning and development programs, including employee training, manager training, compliance training, and ongoing development initiatives. Develops and maintains training materials, employee resources, manager guides, job aids, and learning tools. Partners with department leaders to identify training needs, skill gaps, and role-based development priorities. Tracks training schedules, completion, attendance, and follow-up actions through HRIS/LMS or related systems. Manager Enablement and Performance Support Provides tools, templates, and coaching support to help managers communicate expectations, document performance, and support employee development. Supports performance management processes, including goal setting, mid-year reviews, annual reviews, calibration preparation, and manager follow-up. Assists with career development, development plans, succession planning support, and employee growth discussions. Internal Communications and Employee Programs Drafts and coordinates employee-facing HR communications, including training announcements, policy updates, benefits reminders, performance cycle communications, and program updates. Maintains an internal HR communication calendar for key People & Culture programs, deadlines, training, and employee initiatives. Ensures communications are clear, timely, professional, and aligned with company culture and values. Escalates sensitive, confidential, legal, compensation, organizational-change, or employee-relations communications to the Director of People & Culture for review and approval. Onboarding and Employee Development Support Supports the continued development of the onboarding experience after initial recruitment and new-hire processing are complete. Partners with HR team members and hiring managers to ensure new employees receive consistent onboarding, training, communication, and follow-up. Develops post-onboarding check-ins, new-hire learning resources, manager onboarding guides, and employee development touchpoints. Employee Relations and Confidential HR Support Provides secondary support to the Director of People & Culture on employee relations matters, confidential employee concerns, workplace issues, and policy interpretation. Assists with internal investigations as needed, including intake, fact gathering, documentation, and follow-up. Supports managers with documentation, attendance concerns, performance issues, corrective action preparation, and employee communication as assigned. HR Programs, Policies, and Compliance Assists with the implementation and administration of HR programs, policies, procedures, and employee communications. Supports compliance with company policies and applicable federal, state, and local employment laws. Partners with the Director of People & Culture on policy interpretation, HR risk management, and process improvements. Partners with the People Operations team to ensure accurate employee data, personnel file documentation, training records, and HR process completion. Supports HR reporting related to training completion, engagement initiatives, performance process completion, onboarding, turnover, and employee development. Assists with process documentation, workflow improvement, job architecture, compensation administration, and other People & Culture projects. Performs other related duties as assigned. __________________________________________________________ Qualifications We significantly value our employees and believe in compensating each with a substantial benefits and compensation package including: Generous Medical, Dental, Vision, Life and Short-Term Disability coverage (Employer pays 100% of employee premiums) 401(k) Plan with Employer Contribution Profit Sharing and Bonus opportunities Voluntary ancillary plans including Life Insurance, Accident and Hospital coverage Paid Time Off and Paid Holidays Export Control: This position must meet export control compliance requirements. To meet export control compliance requirements, a “U.S. Person” as defined by 22 C.F.R. §120.15 is required. “U.S. Person” includes U.S. Citizen, lawful permanent resident, refugee, or asylee. Equal Opportunity: KP Aviation is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. All applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, veteran status, disability status, age, or other legally protected characteristic. Employment is based on qualifications, merit, and business need. #J-18808-Ljbffr