Kearfott Corporation, a global avionics, motion control and navigation supplier for over 100 years, is a leader in the design and manufacture of precision motion control products and inertial control components. Our inertial guidance and navigation systems control military and commercial aircraft, military land vehicles, missiles, marine vehicles, satellites, and space instruments.
We are looking for talented individuals who want to be part of a world class work force. Join Kearfott and become part of a company that is recognized for technical expertise and respected world-wide as a ‘full service’ provider. For more information visit our website at www.kearfott.com.
HUMAN RESOURCES MANAGER
The Human Resources Manager is responsible for all human resource functions at the Guidance & Navigation Division (GND) site in Woodland Park, NJ. Responsibilities include talent and performance management, employee relations, regulatory compliance, all recruiting, payroll, wage and salary, benefits administration, and leadership of training programs as well as other general HR responsibilities.
The HR Manager will also contribute to the organizational design strategy in alignment with the Kearfott corporate strategic plan, and will lead monthly departmental performance metrics as well as GND organizational capability annual reviews. Working with the Senior Leadership Team, the HR Manager will attract the best talent to GND while promoting a diverse work force. The HR Manager maintains a close working relationship with local government, community colleges and universities that ultimately facilitates the acquisition of qualified candidates for internships and full time employment.
The HR Manager’s team designs, implements, and continuously improves GND site policies and procedures including the Substance Abuse & Drug Awareness Policy, Affirmative Action Plan and the Worker’s Compensation program. Extensive working knowledge of government regulations associated with EEO and affirmative action, Title VII, ADA, Employment Eligibility, FMLA, WARN, COBRA, HIPAA, and ERISA is required.
Provides leadership in the design and execution of workforce planning, employee relations, talent development, succession planning, required regulatory procedures and targeted strategic initiatives.
SPECIFIC RESPONSIBILITIES INCLUDE:
- Partner with the HR Director in the formation and rollout of HR initiatives.
- Lead, support and role model change initiatives.
- Identify and communicate risks, issues and potential solution strategies along with providing status updates to HR Director and senior leadership.
- Work collaboratively with the management team on employee relations' issues, corrective action, performance management, and terminations; act as an associate advocate when appropriate to meet company goals and objectives.
- Provide leadership and support to leaders and employees on policy interpretation and other employee relations matters, including, but not limited to: Performance Management, Internal Investigations and Training.
- Train a variety of development classes, including, but not limited to: Interviewing and Selection, Conflict Resolution, Managing Positive Employee Relations, and Code of Conduct.
- Champion, execute and monitor the effectiveness of corporate programs and initiatives.
- Cultivate internal talent, participate in key role promotional decisions. Consult with leadership to develop plans to promote an inclusive environment that is engaging, enabling and energizing, and one where our associates can thrive.
- Make contributions that develop and sustain a workplace that mirrors our culture.
- Lead investigations, prepare summaries and make recommendations with a sense of urgency, ensuring comprehensive resolutions.
- Review and apply all federal, state, and local laws in conjunction with Safe-Guard policies and procedures.
- Participate in and/or manage various projects as assigned.
- Other duties, as defined by HR Director, to meet business needs.
- Manage the development and ongoing execution of the site’s Affirmation Action plan to achieve AAP goals during entire employment process for all plant employees (recruitment, promotions, transition processes)
Required Skills
REQUIRED QUALIFICATIONS
- Bachelor's degree required; with a minimum of 5+ years of HR supervisory or management experience in a high technology manufacturing environment. Master’s degree and/or Aerospace work experience is a plus
- SHRM or HRCI Certification(s) preferred
- Strong problem-solving and influencing skills, a hands-on approach in working with line management, and the ability to work independently in a dynamic environment
- Creative, independent self-starter who excels in a fast-paced environment
- Ability to understand the business operations from a strategic and tactical perspective
- Must be a confident communicator, (including written, and verbal skills) and able to effectively champion ideas, influence, and present to Leadership
- Ability to effectively manage multiple projects with competing priorities, diverse audiences and challenging environments
- Sound understanding and knowledge of employment law and regulatory compliance issues to include New Jersey state employment laws
- Excellent and demonstrated Employee Relations skillset
- General understanding of compensation administration, benefits administration, and recruiting functions
- Demonstrated ability to manage a project to successful execution
- Ability to work independently
- Proactive problem-solver
- Must possess a high level of honesty, integrity, and ethics
- Must be legally authorized to work in the US, visa sponsorship not available.
- Must be a US Citizen or be a US Permanent Residence Card Holder.
Equal Opportunity Employer
Minorities/Females/Veterans/Individuals with Disabilities/Sexual Orientation/Gender Identity
Required Experience