Human Resources Manager

Summary   The HR Manager serves as the primary operational HR lead and business partner for our aftermarket division. This role is responsible for executing HR strategies, driving rapid-response talent acquisition, and ensuring operational excellence across a high-velocity workforce dedicated to supporting mission-critical defense contracts. You will manage daily HR workflows to ensure they are lean, scalable, and aligned with the rigorous demands of the defense industry.     Principle Duties and Responsibilities   Business Partnership & Operational Execution Partner with Aftermarket leadership to implement HR workflows that support operational goals, focusing on labor utilization and workforce flexibility. Utilize Tactical Process Improvement (TPI) and Kaizen methodologies to streamline daily HR workflows, including payroll adjustments, onboarding, and performance tracking.   Operational Excellence & Data Integrity Maintain high "Velocity" in HR service delivery, ensuring that personnel actions, merit reviews, and compliance reporting are executed with 100% accuracy. Manage and optimize HRIS data (Dayforce) to ensure scorecard metrics and Monthly Operations Reviews (MOR) reflect real-time headcount and performance data. Administer the annual merit review cycle and incentive programs for the aftermarket population.   Talent Management & Delivery Manage end-to-end recruitment for technical roles, including field service technicians, engineers, and skilled trades, ensuring a robust pipeline for surge requirements. Facilitate programs to build internal bench strength and support the development of management capabilities. Support a culture of accountability and high performance through proactive coaching and developmental performance management. Build and maintain robust partnerships with local trade schools, high schools, community colleges, and universities to establish a sustainable pipeline for entry-level and technical talent.   Employee Relations & Compliance Ensure all local HR activities comply with federal defense contracting requirements (e.g., OFCCP, ITAR, and DCAA). Lead workplace investigations and resolve employee relations issues with a focus on fair treatment, consistency, and risk mitigation. Serve as the primary point of contact for local community engagement and labor market analysis. Lead by example with the company values of Integrity, Velocity, and Teamwork   Qualifications and Educational Requirements   Education: Bachelor’s degree in human resources, Business Administration, or a related field.   Experience: 5+ years of progressive HR experience, with at least 2 years in a manufacturing, service center, or defense-contracting environment.   Certifications: PHR or SHRM-CP required; SPHR/SHRM-SCP or certifications in Lean Manufacturing/Six Sigma are a plus.   Technical Skills: Proficiency in Dayforce or similar enterprise-grade HRIS platforms. Strong competency in data analytics and scorecard management.   Travel: Ability to travel between service centers as required (approximately 20%).   Citizenship: Must be a U.S. Citizen.   This specification is intended to indicate the kinds of tasks and levels of work difficulty that will be required of positions that will be given this title and shall not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of any supervisor to assign, direct, and control the work of employees under his/her supervision. Ability to competently perform all the essential duties of the position, with or without reasonable accommodation, demonstrated commitment to effective customer service delivery, and the ability to work productively as a member of a team or work group are basic requirements of all positions at Fairbanks Morse Defense.