Human Resources Manager

Ascent Aerospace – Inspiring the next generation of flight!

Ascent Aerospace is a world-renowned, single-source provider of production and automated assembly systems for the aerospace and defense industry. We provide high-precision advanced automated equipment as well as a full suite of both mold and assembly tooling required for the aerospace manufacturing market, including the largest Invar molds ever made— making us the largest tooling group in the industry. We work with our customers to develop their project and see it through, from process engineering to build and installation, to ensure it is an efficient and cost-effective solution. As a true, single-source integrator, we have proven tools to surpass our customer expectations. We have greater control of timing and schedules, which allows for 100% accountability, and avoids costly mark-ups, ultimately saving our customers money. The result: a group of businesses, each an industry leader within their own discipline, now acting as one truly integrated supply base.

SUMMARY OF POSITION

The Human Resources Manager – Michigan Site Lead serves as the primary HR leader for Michigan operations, with additional responsibility for Bothell, Washington, and Buffalo, New York, with responsibility for aligning workforce strategies, leadership effectiveness, and HR practices with business objectives. Reporting to the Vice President, Human Resources, this position is a key business partner to operational leadership, helping build a high-performing, accountable organization through effective talent management, workforce planning, leadership development, employee relations, and organizational improvement.

The successful candidate will combine strong HR expertise with business acumen, sound judgment, and a hands-on approach. They will proactively identify workforce challenges, coach and challenge leaders, drive consistent performance management practices, and implement practical solutions that improve employee engagement, retention, productivity, and organizational effectiveness. The role is accountable for effective execution of HR programs across assigned locations while ensuring compliance with applicable employment requirements and alignment with company policies, values, and strategic priorities.

ESSENTIAL FUNCTIONS

This document in no way states or implies that these are the only duties to be performed by the employee occupying the position.

• Serve as a trusted and proactive business partner to operational leadership, translating business objectives into effective workforce strategies. Challenge and coach leaders to strengthen accountability, improve organizational effectiveness, develop talent, and address people-related issues that impact operational performance. Maintain strong relationships with employees at all levels through regular communication and accessibility.
• Partner with site leadership on workforce planning, staffing needs, organizational structure, critical-role coverage, and succession planning. Identify backup and succession gaps and follow through on development and knowledge-transfer actions to strengthen business continuity and organizational resilience.
• Oversee recruitment and onboarding for assigned locations, coordinating with hiring managers and internal partners to address staffing priorities, resolve hiring barriers, and ensuring new employee integration and retention.
• Advise and coach leaders on employee relations, performance expectations, feedback, corrective action, and employment decisions, promoting consistent practices and clear accountability.
• Address employee concerns, conduct timely and objective investigations, document findings, and coordinate appropriate resolution and escalation with HR leadership.
• Drive consistent performance management practices across assigned locations, helping managers establish clear expectations, provide candid feedback, address underperformance promptly, and hold teams accountable for results. Improve performance management effectiveness and timely resolution of employee issues.
• Build leadership capability across assigned locations by coaching managers on setting expectations, delivering candid feedback, addressing underperformance, developing employees, and holding teams accountable for results. Identify recurring leadership gaps and implement practical solutions to improve management effectiveness.
• Promote a culture of respect, customer focus, safety, open communication, and continuous improvement. Encourage employees to raise concerns and support leaders in responding constructively and following through.
• Lead site employee engagement and retention efforts, using employee feedback, workforce data, and operational insight to identify causes of avoidable turnover, establish actions with responsible leaders, and monitor effectiveness.
• Implement and administer company HR policies and programs consistently across assigned locations, identify site-specific needs, and recommend improvements in partnership with leadership.
• Support compensation and recognition processes, including pay recommendations, internal equity reviews, job leveling, and annual compensation activities within established company guidelines and approval requirements.
• Partner with payroll and benefits to resolve employee questions and support accurate, timely processing of employee changes and related information.
• Maintain working knowledge of applicable federal, Michigan, Washington, and New York employment requirements and support compliant practices, required training, documentation, and recordkeeping.
• Partner with Environmental Health and Safety leadership on workers’ compensation claims, workplace injuries, return-to-work coordination, and related employee matters.
• Maintain accurate employee records and HRIS information, monitor key workforce measures, and use data to identify trends, recommend action, and evaluate progress against priorities agreed with operational and HR leadership.
• Provide direction and development to assigned HR staff, as applicable, and perform additional duties as assigned.

REQUIRED SKILLS, EDUCATION, AND EXPERIENCE

Any combination of education and experience providing the required knowledge and skills for successful job performance will be considered. Typical qualifications include:

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
• Minimum of seven (7) years of progressive HR experience, including independent responsibility for employee relations and partnership with operational leaders.
• Demonstrated success coaching managers through difficult situations, handling complex employee relations matters, leading HR initiatives, supporting organizational change, and influencing operational leaders.
• Strong knowledge of HR practices, including recruitment, performance management, compensation administration, employee development, and employment compliance.
• Experience conducting workplace investigations and handling sensitive employee matters with sound judgment, discretion, and confidentiality.
• Demonstrated ability to influence operational leaders without relying on positional authority, coach managers through difficult performance and employee matters, communicate candidly, and balance employee needs with business objectives.
• Strong problem-solving, organizational, and project management skills, with the ability to manage competing priorities across multiple locations.
• Ability to interpret workforce data and understand the financial and operational implications of HR recommendations.
• Excellent written, verbal, and interpersonal communication skills.
• Proficiency in Microsoft Office Suite and experience using HR information systems.
• Ability to travel to assigned locations as business needs require.

• This position must meet Export Control Compliance requirements, therefore a "US Person" as defined by 22.C.F.R. is required

PREFERRED QUALIFICATIONS

• HR experience in manufacturing, particularly supporting skilled trades and technical workforces, strongly preferred.
• Experience supporting multiple locations and employees across Michigan, Washington, and New York.
• Prior experience supervising or developing HR staff.
• Experience with Dayforce.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification

SUPERVISORY RESPONSIBILITY

• Yes

TRAVEL REQUIREMENTS

• Travel between Michigan locations and periodic overnight travel based on business needs.

WORKING CONDITIONS

Working conditions described here are representative of those that may be experienced by an employee on a daily basis while performing the functions of this job.

• Typically sits for extended periods at a computer workstation
• May access and work in the manufacturing plant
• While performing the duties of this job, employee may be exposed to moving mechanical parts, fumes and airborne particles
• The employee may be exposed to vibration
• The employee is occasionally exposed to caustic chemicals. The noise level in the work environment is usually moderate
• May be required to travel to other site locations during the work day
• May be required to work weekends to meet department and business demands
• Work with safe manufacturing processes and understand that eyewear is mandatory in the manufacturing area.
• Knows that safety shoes are recommended in the manufacturing area

PHYSICAL DEMANDS

Working conditions described here are representative of those that may be experienced by an employee on a daily basis while performing the functions of this job.

• Typically sits for extended periods at a computer workstation
• May access and work in the manufacturing plant
• While performing the duties of this job, employee may be exposed to moving mechanical parts, fumes and airborne particles
• The employee may be exposed to vibration
• The employee is occasionally exposed to caustic chemicals. The noise level in the work environment is usually moderate
• May be required to travel to other site locations during the work day
• May be required to work weekends to meet department and business demands

SPECIAL REQUIREMENTS

Employment is contingent upon successfully passing an employee reference check, criminal background check, and drug screening.

This position requires use of information that is subject to the International Traffic in Arms Regulations (ITAR). All applicants must be U.S. persons within the meaning of ITAR. ITAR defines a U.S. person as a U.S. Citizen, U.S. Permanent Resident (i.e. 'Green Card Holder').

Ascent Aerospace is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please call toll-free +1 586-726-0500. This phone number is created exclusively to assist disabled job seekers whose disability prevents them from being able to apply online. Only messages left for this purpose will be returned. Messages left for other purposes, such as following up on an application or technical issues not related to a disability, will not receive a response.

BENEFITS

• Medical Insurance
• Dental Insurance
• Vision Insurance
• Short- and Long-Term Disability Insurance
• Life Insurance
• AD&D Insurance
• PTO
• 401k Match

No Unauthorized Referrals from Recruiters & Vendors

Please note that Ascent Aerospace does not seek or accept unsolicited resumes or offers from third party recruiters or staffing agencies associated with any published or unpublished employment opportunities. Any unsolicited information sent to Ascent Aerospace will be considered as unencumbered and free from any fee or charge whatsoever. Only members of our Human Resources Team have the authority to engage or authorize recruiting services, which must be agreed upon before the unsolicited resume or offer is received.