Human Resources Manager supporting key businesses within the Military Engines organization providing strategic HR client support at all levels of the organization at multiple locations. Key responsibilities include developing strong working relationships with the Military Engines organization and the Pratt & Whitney and UTC HR teams. Utilize standard processes and best practices to align human resource initiatives with business objectives. Effectively manage and execute on multiple HR processes, including: talent acquisition and development, leadership development reviews, performance management, employee engagement, diversity, and compensation planning. Manage and respond to employee relations issues. Counsel employees on HR processes and procedures, performance management and career planning. Create and implement innovative and cost effective strategies and tactics to attract and retain top talent at all levels of the organization. Drive differentiated and meaningful compensation-related decisions to ensure competitiveness and internal equity. Leverage process improvement/lean manufacturing tools and methodology to align with business needs. Lead and support special projects as assigned

Accountable for the operational oversight of the organization’s Human Resources department to include organizing, managing and executing all aspects of the benefits, wage and salary, compensation, employment, recruitment, and employee relations functions. Provide input into organizational policies and procedures for employee related needs as well as adherence to regulatory requirements. Direct and administer human resources policies and procedures including recruitment strategies, benefit administration, employee relations and training. Provide input to strategic decisions that affect the functional area of responsibility. Direct the daily work of the HR department. Actively identified process improvements for recruiting that improved candidate experience and offer acceptance. Manage compliance with all federal and state regulations and government reporting requirements including, Equal Employment Opportunity (EEO), Affordable Care Act (ACA), Americans with Disabilities Act (ADA) Family and Medical Leave Act (FMLA), Department of Labor (DOL), Workers Compensation, Occupational Safety and Health Administration (OSHA), Service Contract Labor Standards (SCLS). Provide guidance relating to progressive discipline and termination of employees in accordance with company policy and federal and state requirements. Retain historical human resource records by maintaining and electronic filing and retrieval system.

HR Shared Service Center Senior Manager direct and oversee the development and maintenance of Human Resource service delivery activities for Tier I Help Desk and Tier II Employee Services, New Hire Administration, Talent Acquisition, Compensation, Benefits, International and US Immigration in the HR Shared Services organization which encompasses over 70 employees; strategically aligns Human Resource service delivery with CACI's strategic business goals to ensure superior organizational performance. Manage resource planning and budget control for the HR Service Center and reviews potential new activity for the HR Service Center. Set the strategic design, integration and delivery of all core Human Resources services/transactions to all CACI employees, applicants and contractors. Monitor customer service metrics for service delivery and transactional processing.

Primary responsibilities include serving as the OKC site business partner and consultant to internal client groups to help build organizational capability to meet sector and organizational financial and strategic goals. Develop and implement value-added HR programs and initiatives, support all aspects of HR for assigned client groups including performance management, employee relations, compensation, reward and recognition, staffing projections, succession planning, organizational and staff development, and change management. Broad-based HR generalist background in multiple human resources functions, with emphasis in change management, organization effectiveness, and leadership development; demonstrated ability to interface effectively at all levels of the organization and across multiple sites; interpersonal, influencing and consulting/negotiating skills, business savvy, strong problem solving, analytical and systems skills. A progressive thinker with demonstrated ability to manage multiple projects/tasks from inception to completion in a changing environment.

Develop and implement HR strategies and initiatives aligned with the overall business strategy. Bridge management and employee relations by addressing demands, grievances or other issues. Develop and monitor overall HR strategies, systems, tactics and procedures across the organization. Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.

Effectively manage and execute HR processes to multiple client groups throughout the US, Puerto Rico and International locations. These client areas include Director, Sr. Leaders and 820+ employees. Provided guidance, advice and expertise to Technical Operations Leaders and their matrix organization to shape the future of the organization by identifying strategies that support near and long-term business objectives; coaching and consulting, developing selection and retention strategies, internal investigations and resolution of employee issues, staffing and talent management to include selection process, reduction in force and delivering on HR programs (i.e. Performance Management, Rewards and Recognition, Merit, Compliance, etc.).

HR Business Partner Site Lead with the overall responsibility to oversee and execute delivery of Human Resource business initiatives and programs to three DoD business areas, F35, F22 and F16 programs to include LM Aeronautics Leadership in Fort Worth, Texas, exempt personnel, IAM represented, Greenville, SC and LM EBS personnel. Supporting all areas of human resources, to include employee benefits, recruiting, training, employee relations, compensations, new hire orientation, out-processing, terminations, and management of diversity and inclusion programs.

Developed hiring plans and conducted interview training plans to ensure compliance with state and federal regulations. Worked with senior management to drive key initiative. Conducted extensive analysis of existing. HR organization and developed business plan to update site policies and procedures. Developed and established new employee orientation and individualized training program.