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DIRECTOR OF HUMAN RESOURCES

Phoenix Defense
Gilbert, AZ Full Time
POSTED ON 1/29/2025
AVAILABLE BEFORE 3/29/2025

At Phoenix Defense, we look for people who have bold new ideas, courage, and an entrepreneurial spirit to join forces to create the future while having fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work — and we have an insatiable drive to do what others think is impossible. With every job we fill, our focus is on providing best in class service to our customers while offering the opportunity for professional growth in a rewarding and innovative work environment. We have an exciting opportunity for a highly motivated professional to fill the position of Director of Human Resources.

WHAT YOU WILL DO:

The Director of HR will oversee the overall strategic direction, planning, coordination, administration and evaluation of the human resources function for Phoenix Defense and its family of companies, which has over 600 staff in various locations throughout the United States and internationally. The director is responsible for developing and ensuring effective implementation of plans, systems, policies and processes for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and recordkeeping, employee relations, and total rewards (compensation and benefits). This position requires a true strategic business partner who is collaborative and capable of building consensus and commitment toward shared outcomes.

  • Partner with the leadership team to formulate, develop, implement, and evaluate an HR and Talent Management Strategy to achieve the organization’s vision, mission and goals, and to create value to its shareholders.
  • Oversee recruitment efforts to ensure that the organization is effectively and efficiently sourcing and selecting the right candidates throughout the US and multiple foreign countries.
  • Develop and drive talent management strategies to ensure effective staffing alignment with the needs of the business. Create systems to attract talent, identify critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning.
  • Identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career pathing, and promoting a coherent organizational culture that positions Phoenix Defense as an “employer of choice.”
  • Lead the effective and efficient administration of the performance management process, making sure that the organization’s managers are equipped to engage in constructive and ongoing feedback and coaching, collaborate effectively when co-managing staff, and encourage staff to actively participate in identifying and addressing performance gaps.
  • Mitigate legal risk to the organization through proactive training and education, clear systems, and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations.
  • Maintain current knowledge and application of all relevant laws and regulations at the local, state, and national level relating to employment and ensure organizational compliance. This includes educating and advising managers and senior leaders on HR-related legal and regulatory matters and ensuring HR programs, practices and policies are aligned. Ensure that employee files and records are properly and securely maintained.
  • Design and implement a competitive compensation system and benefit package to attract and retain staff. Partner with leadership to develop a Total Rewards/Pay philosophy, regularly review compensation and benefits market data, monitor pay practices and proactively address issue, manage benefit broker resources and benefits enrollment process, and manage leave administration.
  • Design and implement a strategy to optimize and integrate HR technology, enabling managers and employees to easily perform people-related transactions (e.g., benefits enrollment), facilitates delivery of effective HR services, securely stores employee data, and supports people-related decisions.
  • Lead and develop supporting staff.
  • Perform other duties as assigned.

ABOUT YOU:

  • Bachelor’s degree in business, Human Resources, Organization Development, Industrial Organizational Psychology, or the equivalent years of experience in Human Resources.
  • HRCI and/or SHRM certification is strongly preferred.
  • A minimum of 7 years of HR leadership experience partnering directly with executive leadership to develop, align and implement HR and organizational development strategies.
  • Experience supervising and developing staff.
  • Experience implementing strategies and systems for recruiting, talent management, compensation and benefits, and HR technology.
  • Strong business acumen and leadership abilities.
  • Strong knowledge of employment laws and other compliance issues.
  • Ability to listen and probe to understand underlying needs and/or root cause of an issue.
  • Ability to provide thoughtful, progressive, and strategic guidance.
  • Expertise in analysis, critical decision making, project management, and process improvement.
  • Strong interpersonal, verbal, and written communications skills, including proficiency in developing and delivering presentations.
  • Demonstrated ability to anticipate and solve practical problems.
  • Ability to identify, influence, and collaborate with key stakeholders to achieve desired organizational outcomes.
  • Outstanding judgement, sensitivity, and high discretion.
  • Previous experience in the defense contracting industry is preferred.
  • Expert proficiency in Microsoft Office Suite and HR system applications; UKG preferred.
  • Human Resources experience within an Aerospace/Defense or Manufacturing environment is strongly preferred.
  • Demonstrated comprehension of local, state, and federal laws involving employment, HR, and HR policies.

 

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