Job Information
Menzies Aviation HR Manager (Bilingual) in College Park, Georgia
Description
Serves management, employees as well as outside clients, handling day to day questions, concerns and resolving work-related problems.
Implements Menzies policies and procedures as laid down in the Eight Pillars of Management.
Analyses data, prepares reports and makes recommendations on a variety of human resources issues.
Coordinates employee relations regarding activities and programs including but not limited to employee counselling, interpretation of policies, collective agreements, programs and government regulations as related under the Federal sector.
Provides escalated counselling and support to management and employees.
Ensures that all monthly reporting for unionized benefits and dues are accurate and timely.
Ensures compliance with all applicable employment laws and regulations.
Provide coaching to management offering feedback and advice on employee and organizational issues.
Acts as a catalyst/change agent by implementing recommendations that improve efficiency and operations.
Able to perform at the strategic level and also be a hands on working leader, a doer.
Keeps up to date on overall administrative operational activities of the Stations, identifying problem areas and taking corrective actions as needed.
Has the duty to suggest any improvements to working practices especially those relating the Safety & Security.
Ensure that there are detailed up-to-date records/reconciliation of all required functions.
Establish, maintain and promote effective working relationships with external suppliers.
Assessing, monitoring, training & development of all Human Resources staff (as applicable).
Ensure the Menzies business units remain fully compliant with internal control standards and all relevant industry, regulatory and Federal legislated requirements.
Ensures all work is carried out observing safe working practices of self and others.
Confers with the Station Managers on complex issues which require direction or approval.
Additional duties and responsibilities as assigned by direct management
Qualifications and Experience:
Bachelor’s Degree or equivalent education and HR related experience preferred.
Minimum of 4 to 6 years’ progressive and relevant HR experience preferred.
PHR or SPHR certification preferred.
Proficient knowledge and work experience in all Human Resources functions and activities.
Thorough knowledge of all related HR laws, regulations with preference in the Federal sector.
Experience in a multiple unionized environment and/or aviation is preferred.
Proven ability to work under pressure, handle multiple projects, meet deadlines and work with a sense of urgency in a fast paced environment.
Experienced dealing with work of a confidential and sensitive nature.
Strong interpersonal skills, solid problem solving skills, competence in multitasking with the ability to deal effectively with all levels of the organization.
Ability to establish and maintain effective relationships with authority members, peers, employees and outside connections.
Ability to present information and make recommendations effectively in oral and written form in the English language, excellent communication skills across all different work levels.
Computer literate, knowledge of Microsoft Packages, UltiPro, Outlook, Insurance software
Additional requirements:
Must be able to obtain and maintain all required security clearances.
Understanding of the wider airport operational environment preferred.
Must be able to travel to other locations, work extended hours, and different shifts, based on the needs of the business.
Must maintain a valid passport.
Must have driver’s license in good standing.
Must be able to lift up to 35 lbs. when required.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
