Director, Human Resources

About FlightSafety International

FlightSafety International is the world’s premier professional aviation training company and supplier of flight simulators, visual systems and displays to commercial, government and military organizations. The company provides training for pilots, technicians and other aviation professionals from 167 countries and independent territories. FlightSafety operates the world’s largest fleet of advanced full-flight simulators and award-winning maintenance training at Learning Centers and training locations in the United States, Canada, France and the United Kingdom. 

The Human Resources Director provides consultative business partnership and enablement on business unit workforce strategy and full employment lifecycle activities.  This HR leadership position is responsible for and executes the HR strategy for dedicated business unit(s), and further oversees the enterprise Employee and Labor Relations Center of Excellence.   This role requires strong partnership with counterpart HR leaders and business partners, HR Centers of Excellence, Legal, and operations leaders and executives to drive organizational goals and initiatives through high-performing teams.  The HR Director supports cultural excellence, employment compliance, and maintains objective advocacy for employees and leaders throughout the enterprise.  The HR Director will lead a team of HRBP and Employee Relations professionals.

The following duties are essential to the successful and satisfactory performance of this job.  Other duties may be assigned.

• Integrate into the organization as a trusted business partner and strategic advisor; enable business leaders to perform and deliver operational objectives by developing relevant people strategies, workforce plans, and high-performing teams


• Drive cultural evolution to diagnose and align gaps between current and desired state and deploy necessary actions


• Define, consult and guide leaders through end-to-end talent management processes to identify and institute development programs such career pathing, leadership development and related training, succession planning and talent assessments, etc.


• Advise and influence leaders on organizational design, headcount, and position management to align resources to roles and teams to deliver efficient performance delivery and employee satisfaction


• Establish a strategic framework for the function of Employee Relations, focused on trending ER analysis to determine areas of proactive engagement in alignment with organizational goals


• Develop and drive scalability in HR and ER through process improvement and technology


• Lead enterprise and business unit projects and initiatives focused on HR policy(ies) and compliance


• In consultation with HR Leaders and Employment/Labor Counsel, owns and drafts corporate policy, company handbook, and CBA/MOU language and proposals with an eye for consistency of practice and application across multiple populations


• Oversee enterprise programming and administration for relocation program, unemployment processes, subpoenas, I9 compliance, background checks, affirmative action, labor law postings and pay reporting, and applicable audits and related outcomes


• Excellent understanding and demonstrated application of employment and labor laws and regulations at the federal, state, and local levels including NLRA, FLSA, Title VII, ADA and FMLA


• Partner closely with HR Centers of Excellence – Talent Acquisition, HRIS, Compensation, Benefits, Payroll, Employee Relations – to identify and implement system and/or process solutions in support of employee and manager self-services


• Project manage various workforce change initiatives such as strategic staffing plans, organizational restructure or downsizing, broadscale compensation initiatives, career framework, and organizational development initiatives


• Develop and analyze employee metrics and workforce analytics – such as engagement survey results, open requisitions data, position management, employee claims, performance management statistics, talent assessment and succession planning information – to establish individual, team, and workforce development goals to optimize engagement and productivity


• Ensure fair and consistent employee practices and promote diversity, equity and inclusion


• Provide performance expectations, development training, and mentorship for HR and Employee Relations professionals


• Travel as required


• May perform other duties as assigned

• Bachelor’s degree in Human Resource Management, Business, Communications, or related field of study, required; or equivalent combination of education and experience. 
• Advanced degree, a plus.
• Related certification(s) such as PHR, SPHR, HRCI, etc., a plus.

• 10 years of experience in HR with demonstrated experience in HR strategy, organizational development, and employee relations
• 4 years experience in a management/supervisory capacity
• Experience with SAP SuccessFactors, PeopleSoft, Workday, or related HRIS systems
• Experience in project management and scalable workforce initiatives

• Excellent verbal and written communication skills
• Excellent customer service and interpersonal skills
• Excellent organization and time management skills
• Proven ability to collaborate in a matrixed operating environment across a broad spectrum of key stakeholders and various levels of management in a professional manner
• Ability to adapt to changes rapidly and perform in a fast-paced work environment
• Results-oriented with high drive to independently achieve objectives and standards
• Solutions-oriented problem solver with a focus on continuous improvement
• Strong ability to draw synergy and cohesion across all stages of the employment and talent lifecycle
• Excellent documentation of employee matters, with high attention to timeliness and detail accuracy
• Excellent ability to understand, interpret and apply federal, state, and local employment and labor laws
• Demonstrated experience leading a wide variety of complex investigations
• Ability to consult and remain tactful, calm, and persuasive in controversial, conditional and/or confrontational situations
• Strong judgement and decision skills with the ability to manage expectations when navigating policy or process exception requests, including understanding setting precedence
• High regard and demonstration for ethics and confidentiality; compliance with all company policies and procedures
• Maintains regular and punctual attendance
• Proficient with Microsoft Office suite or related software, in particular Excel, Word, PowerPoint and Outlook

The physical demands and work environment described here are representative of those that must be met and/or encountered by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

FlightSafety is an Equal Opportunity Employer/Vet/Disabled. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or disability.