What are the responsibilities and job description for the ATSG Manager of Human Resources position at Air Transport Services Group,Inc.?
Description
Education
Experience
Air Transport Services Group is a dynamic, growing company of several owned subsidiaries.
The Human Resources Manager performs a variety of human resources functions, manages a direct report, and collaborates with other HR team members including Managers, Generalists and Recruiters in Wilmington, Ohio, Florida, Illinois, and other locations. The HR Manager will occasionally travel to investigate employee relations issues, source candidates, or assist in opening new facilities, sometimes with short notice. Duties include employee relations, employee recognition, onboarding, management learning and development, recruitment, and managing applicable required programs.
QualificationsDuties:
- Supervises one direct report located in Wilmington, Ohio and other locations throughout the country. May travel to locations to recruit and interview or investigate employee relations issues. Works with the Generalists and management team to determine the best approach to recruitment or employee relations issues
- Works with employees and the management teams to interpret HR policies and resolve issues in multiple companies within ATSG. Recommends new policies or changes to the Director of Human Resources.
- Ensures compliance of all pre-employment procedures including a drug test, reference check, and criminal background check, I-9, E-Verify, and all other requirements. Discusses questionable results with hiring Recruiter/Generalist, Supervisor, and/or Director of Human Resources. Works with the Recruiter/Generalists to develop an onboarding process that is positive and comprehensive
- Manages the Airborne Global Solutions Anti-Drug and Alcohol Abuse prevention program per FAA guidelines
- Assists the Director of Human Resources with HR matters throughout the ATSG family of companies included in the employee life cycle
- Is a resource to employees with questions about policies and practices.
- Assists in Employee Assistance investigations, internal dispute resolutions, and responses to EEOC charges
- Enters employee new hire information and changes in the HR/Payroll data system. Processes invoices. Maintains database.
- Develops improved means of communication with current and potential employees and management
- Fills in for HR Generalists on site and at other locations as needed.
- Other duties as assigned.
Qualifications:
- Requires a Bachelor's Degree and at least 4 years of varied H R experience with an emphasis on employee relations, communication, training, and policy development and interpretation
- Must be experienced at developing and implementing employee and management learning and training
- Must have impeccable personal integrity in dealing with confidential information
- Must have excellent written and verbal communication skills and be able to form positive relationships with employees at all levels in the Company, and provide a positive impression of the Company
- Must be self-motivated and have good attention to detail
- Must be familiar with applicable federal, state, and local employment laws.
- Experience entering and retrieving data into an HRIS system
- Must be proficient with Microsoft Office suite of products and e-mail
- Must be willing to travel as needed and at times on short notice
Preferred Skills:
- Supervisory experience
- Experience handling a variety of employee relations issues in multi-faceted structured organization
Education
Bachelors (required)
Experience
4 years: Varied HR experience with an emphasis on employee relations, communication, training, and policy development and interpretation (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)
