AMES MGR HR

Position Summary

The Human Resource Manager directs and optimizes HR operations both personally and through the direct leadership of the HR team, ensuring strict alignment with aviation regulatory standards (including, but not limited to, FAA, DOT, EEO, ADA, and FMLA). As a strategic partner and legally authorized Designated Employer Representative (DER), this role drives organizational resilience through robust workforce planning, talent development, performance management, and proactive succession planning in collaboration with the Director. Utilizing an inclusive culture of employee relations, equitable compensation, and competitive benefits, the HR Manager fosters high retention while delivering exceptional internal customer service and collaborative compliance solutions across the entire operation.

What You will do:

• Diagnoses and resolves complex employee issues by identifying problems, analyzing root causes, and implementing effective courses of action that support both organizational objectives and employee success.
• Serves as an internal consultant and trusted coach to executives, managers, supervisors, and employees by providing objective guidance on policy interpretation, employee relations, conflict resolution, performance management, and sensitive workplace matters.
• Designs and deploys specialized Human Resources programs, initiatives, and interventions tailored to the unique needs of departments, workgroups, and the organization.
• Conducts workplace investigations involving employee complaints, policy violations, misconduct, harassment, discrimination, and other sensitive employment matters while ensuring fair, consistent, and legally compliant outcomes.
• Maintains strict confidentiality and discretion across all employee records, investigations, disciplinary actions, and sensitive workplace consultations.

Compliance & Risk Management

• Ensures strict compliance with all applicable federal, state, and local employment laws and regulations, including but not limited to Department of Transportation (DOT), Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Workers Compensation, Fair Labor Standards Act (FLSA), and related employment regulations by continuously monitoring existing and emerging legislation.
• Advises senior leadership regarding regulatory updates, legal requirements, organizational risks, compliance strategies, and recommended corporate actions necessary to maintain operational and legal alignment.
• Develops, updates, and administers Human Resources policies, procedures, and best practices that promote compliance while supporting organizational effectiveness.
• Conducts internal audits and compliance reviews to ensure employment practices meet regulatory standards and organizational policies.
• Manages client expectations across all internal departments by proactively communicating project status, monitoring compliance metrics, resolving stakeholder concerns, and ensuring timely completion of HR initiatives.

Drug & Alcohol Program Administration (DER)

• Serves as the Primary Designated Employer Representative (DER) for the organizations federally mandated Drug and Alcohol Abuse Prevention Program (DAAPP) in strict compliance with DOT (49 CFR Part 40) and FAA (14 CFR Part 120) regulations.
• Exercises absolute authority to immediately remove Aircraft Maintenance Technicians (AMTs) and other safety-sensitive personnel from active duty upon receipt of verified positive drug test results, confirmed breath alcohol concentrations of 0.04 or greater, or documented refusals to test.
• Directs full-cycle DOT and FAA testing compliance activities, including coordinating post-accident testing, reviewing and authorizing reasonable suspicion testing requests, administering random testing programs, return-to-duty testing, and follow-up testing requirements.
• Acts as the primary, highly confidential liaison between the organization and Medical Review Officers (MROs), Substance Abuse Professionals (SAPs), Breath Alcohol Technicians (BATs), collection sites, and consortium/Third-Party Administrators (C/TPAs).
• Maintains complete audit readiness for all DOT/FAA drug and alcohol testing records, Drug Abatement Program documentation, compliance reporting, and regulatory inspections, minimizing organizational liability and operational risk.
• Ensures timely reporting, record retention, documentation accuracy, and adherence to all federal testing requirements.

Leadership & Strategic Human Resources

• Partners with executive leadership to develop workforce strategies aligned with organizational goals.
• Leads initiatives related to employee engagement, talent development, succession planning, organizational effectiveness, and change management.
• Monitors Human Resources metrics and key performance indicators to identify trends and recommend continuous improvement initiatives.
• Provides leadership in resolving high-risk employment issues while balancing employee advocacy with business objectives.
• Promotes a culture of accountability, integrity, professionalism, diversity, equity, inclusion, and continuous improvement throughout the organization.

Required Qualifications

• Bachelors degree in Human Resources, Business Administration, Organizational Leadership, or a closely related field.
• Five (5) or more years of progressively responsible Human Resources experience, including employee relations, compliance, investigations, and policy administration.
• Experience administering DOT and/or FAA regulated drug and alcohol testing programs preferred.
• Thorough knowledge of federal and state employment laws and regulations.
• Demonstrated experience conducting workplace investigations and resolving complex employee relations matters.
• Exceptional interpersonal, communication, coaching, conflict resolution, and analytical skills.
• Ability to exercise independent judgment while maintaining strict confidentiality and professionalism.
• Strong organizational and project management skills with the ability to manage multiple priorities simultaneously.

Preferred Certifications

• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP)
• Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR)
• DOT Designated Employer Representative (DER) training/certification preferred