Human Resources Manager II - Aviation

City Of Atlanta Careers; Atlanta (GA); Hybrid; USD 81,000 - 90,000; Full time

Job summary

City of Atlanta seeks an experienced HR leader to direct and oversee multiple HR functions at the department level. The role includes budgeting, staff development, and strategic advisory support to management.

The position reports to the Department of Human Resources and may supervise a sizable team of HR professionals and specialists. A strong background in HRIS, compliance, and program development is essential.

Qualifications

• Knowledge of HR laws and regulations.
• Experience in planning and managing HR functions across departments.
• Ability to interpret policies and advise management.

Responsibilities

• Directs planning, development, implementation, and budgeting of HR functions.
• Manages budget preparation and administration.
• Develops organizational structure and supervises staff.
• Establishes internal processes and interprets policies.
• Advises management on personnel and business practices.
• Collaborates with hiring managers to define search parameters.

Skills

HR Compliance

Budgeting

Staff Development

Employee relations

Policy interpretation

Tools

HRIS

Excel

Job description

Salary range: $81,245.00-$90,000.00

Posting expires: 9/8/2026

Work Site location: Hartsfield-Jackson Atlanta International Airport

General Description and Classification Standards:

Directs the planning, development, implementation, administration, and budgeting of some HR functions for one or more departments: employment, compensation, benefits, employee relations, equal employment opportunity, organizational development, affirmative action, HRIS, and health and safety services programs. May direct a specialized HR group, e.g. training, benefits, HRIS. This is an experienced managerial level charged with responsibility for one or more activities within a department. Position manages a large group of employees, typically with intermediate supervisors, or a smaller group of specialized professional employees. Areas of responsibility are typically unique within the department.

Supervision Received:

Normally receives guidance regarding overall mission, short-term and mid-term objectives, scheduling, unusual priorities, etc., but is free to set work methods, timetables, performance standards, etc.

Essential Duties and Responsibilities:

These are typical responsibilities for this position and should not be construed as exclusive or all inclusive.

• Directs the planning, development, implementation, administration, and budgeting of some HR functions for one or more departments which include: employment, compensation, benefits, employee relations, equal employment opportunity, organizational development, affirmative action, HRIS, and health and safety services programs.
• Manages the budget preparation, submittal, and administration.
• Develops organizational structure, selects, develops, and manages staff and manages day-to-day operations.
• Establishes internal processes, interprets, and applies organizational policies.
• Provides input into policy and strategy.
• Manages purchasing, inventory, equipment maintenance, and other asset-related functions and approves purchase/supply orders and expense accounts.
• Selects from multiple procedures and methods to accomplish tasks.
• Applies organizational policies. May interpret organizational policies and recommend exceptions.
• Maintains formal supervisory authority over HR group of professionals, paraprofessionals, or clerical to include discipline, performance management, scheduling, training, etc.
• Advises management concerning personnel, managerial, and business practices as well as the potential effects on organizational effectiveness and efficiency.
• Advises client group on disciplinary actions. Reviews, edits and finalizes draft disciplinary actions prepared by operation managers of client groups. Advises management on adverse action process and manages serving of adverse actions. Assists management in responding to grievances. Advises employees on rights under Civil Service. Conducts investigations into employee misconduct and makes recommendations. Responds to unemployment claims, as needed.
• Collaborates with business partners and hiring managers in defining parameters of searches, sources candidates using a variety of techniques, assesses candidates in line with defined job profiles and creates final registers.
• May direct a specialized HR group e.g. training, benefits, HRIS. Creates operating plans, forecasts, and reporting systems.
• May make purchasing or resource allocation decisions within organizational guidelines.
• May perform other duties as assigned.

The above statements reflect the general duties, responsibilities and competencies considered necessary to perform the essential duties and responsibilities of the job and should not be considered as a detailed description of all the work requirements of the position. COA may change the specific job duties with or without prior notice based on the needs of the organization.

Knowledge Skills and Abilities:

This is a partial listing of necessary knowledge, skills, and abilities required to perform the job successfully, it is not an exhaustive list.

• Working knowledge of HR laws and regulations.
• Working knowledge of most of HR functions, e.g. compensation, benefits, HRIS, employment, employee relations, organizational development, EEO/AA, health & safety etc.
• Working knowledge of City's organizational structure and how different departments interface.
• Demonstrated planning, organizational, presentation, and communication skills.
• Demonstrated Microsoft Office, HRIS database knowledge, and skills.
• Demonstrated budget and financial skills.
• Ability to use Excel spreadsheets to analyze information relevant to the functional area being managed.
• Ability to make recommendations to Senior HR management on policies and processes.
• Ability to interface with City department management.

Work Environment:

Work Schedule: This position follows the City’s hybrid work schedule policy as assigned by the Department of Human Resources Commissioner and requires in-person work at City worksites/facilities at least four (4) days per week, with the option to work remotely one (1) day per week, based on eligibility, departmental needs, and supervisor approval. The hybrid work schedule is subject to change at any time to five (5) days in-person work.

Required physical, lifting, and sensory capabilities are requirements to perform the job successfully. Typical environmental conditions associated with the job.

Lifting Requirements:

Sedentary work: Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body.

It is the policy of the City of Atlanta (“COA”) that qualified individuals with disabilities are not discriminated against because of their disabilities regarding job application procedures, hiring, and other terms and conditions of employment. It is further the policy of the COA to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. The COA is prepared to modify or adjust the job application process or the job or work environment to make reasonable accommodations to the known physical or mental limitations of the applicant or employee to enable the applicant or employee to be considered for the position he or she desires, to perform the essential functions of the position in question, or to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees without disabilities, unless the accommodation will impose an undue hardship. If reasonable accommodation is needed, please contact the Human Resources Director for your department.

The City of Atlanta is an Equal Opportunity Employer and does not unlawfully discriminate on the basis of race, color, religion, age, disability, sex, sexual orientation, ender identity, marital status, veteran’s status or national origin, or any other basis prohibited by federal, state, or local law. We value and encourage diversity in our workforce.