Minimum Requirements and Qualifications:
- HR Degree/Certification or 10 plus years related experience in the Human Resources field. Preferably aviation related.
- Must have the ability to use MS Office Products (Word, Excel, etc.)
- Experience with and ability to use HRIS system
Major Responsibility Areas and Duties:
- Hiring, orientation, and on-boarding of all new employees at the Tampa Facility
- Ensures that all HR department functions are carried out in a timely and compliant manner. These functions include, but are not limited to the administration of company policies pertaining to: compensation, benefits, recruitment and retention of the work force, and positive employee relations.
- Prepare and maintain accurate and timely reports as needed for local management and corporate management
- Administers the Workers Compensation program for the facility
- Responsible for administering the facility attendance program including the Family and Medical Leaves of Absence and other leave policies
- Ensures compliance with and locally administers FAA Drug and Alcohol Program
- Performs all investigations with resolution
- Provides counsel and advice to management regarding disciplinary matters up to and including termination
- Administering performance appraisals and annual merit increase program for the facility
- Receives infrequent supervision and supervises other employees
Working Relationships:
- Frequent contact within department and constant contact with other units with the company
- Frequent contact with all levels of employees
Financial Responsibilities:
- Suggest expense items for department and provides cost estimates for proposals
- Controls department budget and resources
Physical Requirements:
- Ability to perform work utilizing a computer for extended periods of time
- Ability to sit or stand for extended periods of time in a normal office environment
- Ability to withstand constant to intermittent noise
- Works in all parts of the facility
- May work extended hours or weekends
- May travel overnight and/or weekends
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)