HR Systems Manager

Job Description

Job Description

Description:

Foxtrot Aviation Services; is seeking a strategic, process-driven HR Manager who thrives on building scalable systems, coaching strong managers, and bringing order and consistency to the employee experience. If you're energized by turning HR complexity into clear, sustainable workflows—and you genuinely enjoy mentoring others along the way—this role was built for you.

HR Operations & Process Development

• Direct the design, documentation, and implementation of standardized HR processes and SOPs across the employee lifecycle.

• Identify gaps, inefficiencies, and risks in HR workflows; lead the implementation of sustainable improvements.

• Lead HR projects and system enhancements, guiding the team through change and adoption.

• Establish and oversee scalable HR systems to support company growth, including onboarding, offboarding, employee relations, investigations, performance management, and compliance tracking.

• Define templates, playbooks, and decision frameworks that enable consistent HR practices across the organization.

• Analyze HR metrics to identify trends and drive continuous improvement recommendations, leveraging AI-powered analytics and reporting tools where applicable.

• Maintain HRIS data accuracy and reporting standards.

• Explore and evaluate AI-assisted HR tools (e.g., for document drafting, policy research, workflow automation) to improve team efficiency and consistency.

Benefits Administration

• Lead the administration and management of employee benefit programs, including medical, dental, vision, life, disability, and retirement plans.

• Serve as the primary point of contact for employee benefit inquiries and issues.

• Direct the annual open enrollment process and manage vendor relationships.

• Ensure compliance with ERISA, COBRA, HIPAA, and ACA requirements.

Employee Relations & HR Support

• Lead and guide managers and employees on complex, day-to-day HR matters, elevating team capability through coaching rather than handling all issues directly.

• Oversee the resolution of employee relations issues, investigations, and conflict strategies, ensuring outcomes are fair, consistent, and well-documented.

• Coach and develop managers on performance management, documentation, and employee engagement best practices.

• Champion consistent policy application and objective, legally sound decision-making across the organization.

• Drive engagement, retention, and morale initiatives in collaboration with leadership.

Terminations, Leave of Absence & Sensitive HR Processes

• Oversee and ensure smooth execution of employee separations, including voluntary and involuntary terminations, layoffs, and reductions in force.

• Ensure proper documentation, approvals, compliance, and communication for all terminations, including HRIS removal—even when tasks are delegated.

• Direct Leave of Absence programs (FMLA, ADA, personal leave, etc.), maintaining compliance, documentation, and timely communication throughout.

• Establish and maintain clear workflows and checklists for separations and leave management.

• Partner with leadership to ensure respectful, compliant, and well-coordinated employee transitions.

Policy Management & Multi-State Employment Law Compliance

• Maintain organizational compliance with federal, state, and local employment laws and regulations.

• Lead the development, updating, and maintenance of HR policies, employee handbook content, and internal documentation.

• Direct audits and maintain HR records and documentation standards.

• Ensure compliance with wage and hour laws, EEO, OSHA, and applicable labor regulations.

Talent & Lifecycle Management

• Oversee onboarding and offboarding programs, ensuring a consistent and positive experience at every stage of the employee lifecycle.

• Act as a strategic partner to the Talent Acquisition function, collaborating on hiring workflows, process design, documentation, and internal training—bringing an HR perspective without owning the recruiting process directly. This includes supporting the thoughtful adoption of AI-assisted sourcing or screening tools in alignment with compliance and fairness standards.

• Guide performance management cycles, goal-setting frameworks, and review processes.

• Assist in developing and maintaining competitive compensation structures, ensuring internal equity and market alignment.

Risk Management

• Partner with legal counsel and leadership on risk mitigation strategies and policy interpretation.

• Lead audits and coordinate responses to regulatory inquiries as needed.

• Oversee workers’ compensation claims, including reporting, coordination with carriers and providers, return-to-work programs, and claim resolution.

• Ensure proper documentation, tracking, and compliance with all applicable federal and state regulations.

• Direct return-to-work and accommodation processes.

HR Team Leadership

• Lead, mentor, and develop the HR Coordinator, creating a culture of growth, accountability, and continuous learning.

• Delegate and prioritize HR operational tasks strategically while maintaining full accountability for team outcomes.

• Provide consistent coaching, training, and performance feedback to drive team effectiveness.

• Ensure efficient distribution of workload and clear alignment on departmental priorities.

Collaboration & Strategic Support

• Partner with the HR Director to implement HR initiatives and strategic priorities, including benefit renewals and open enrollment.

• Lead or support change management and organizational growth initiatives.

• Help foster a positive, consistent, and values-driven workplace culture through visible leadership and proactive communication.

Required

• Bachelor’s degree in Human Resources, Business, or a related field.

• 5+ years of progressive HR experience.

• Strong background in HR operations, employee relations, and compliance.

• Demonstrated experience building, implementing, and improving HR processes and SOPs.

• Working knowledge of employment law and HR best practices.

• Proven ability to lead, coach, and develop direct reports.

Preferred

• HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR).

• Experience supporting multi-location or operations-based environments.

• Experience implementing HRIS or workflow improvements.