Human Resource Manager

Strategic Partnership

Serve as the local HR partner and implementer of enterprise-wide HR strategies, collaborating with Corporate HR Leadership and functional COEs (Talent Acquisition, Benefits, Employee Relations, Training & Development, etc.).
Ensure alignment between station-level HR practices and corporate HR programs, including policy rollouts, engagement initiatives, and compliance processes.

HR Operations & Compliance

Manage day-to-day HR functions, including onboarding, leave administration, policy interpretation, coaching and counseling, and terminations.
Ensure compliance with company policies, airport authority regulations, TSA regulations, and applicable federal, state, and local labor laws (e.g., FLSA, FMLA, ADA, OSHA, EEOC).
Administer badging processes and background checks per airport and governmental regulations; conduct audits and implement corrective action as needed.

Employee & Labor Relations

Act as a coach and liaison for General Management and station supervisors on employee relations, discipline, and performance matters.
Conduct thorough investigations and ensure a fair and consistent resolution of employee concerns.
Participate in and support collective bargaining activities to ensure contract compliance.
Manage employee separations, exit processes, and documentation.

Engagement, Culture & Communication

Champion employee engagement and culture by supporting recognition programs, employee feedback initiatives, and station events.
Foster open communication and a positive workplace environment through visibility and responsiveness.
Promote diversity, equity, and inclusion across all employee groups.

Performance & Talent Support

Support the performance management cycle, including coaching leaders on evaluations, goal setting, and development planning.
Partner with Talent Acquisition to support hiring events, workforce planning, and onboarding new hires.
Provide insights into succession planning and learning needs at the station level.

Administrative & Reporting

Maintain accurate employee records and station-level HR documentation in alignment with corporate standards.
Generate and interpret HR data (e.g., turnover, headcount, attendance) and provide insight into both local and corporate leadership.
Support payroll accuracy, benefits inquiries, and HR systems usage as needed

Job Qualifications

Bachelor’s degree in HR, Business Administration, or related field preferred.
Minimum 4 years of progressive HR experience, ideally in operational, unionized, or high-volume environments.
Strong understanding of employment law and airport/aviation regulatory compliance.
Experience successfully implementing corporate HR programs at a field/station level.
Excellent interpersonal, coaching, and investigative skills.
Ability to balance local responsiveness with enterprise consistency.
High level of professionalism, discretion, and sound judgment.
Proficient in Microsoft Office Suite; preferred experience with HRIS systems, Dayforce experience a plus.

SALARY RANGE $75,000-$95,000