Senior HR Director

Chromalloy Gas Turbine LLC; United States; Remote; USD 120,000 - 180,000; Full time

Job summary

A leading engineering solutions company seeks a Senior Director of Human Resources to drive strategic HR initiatives across multiple sites. This role focuses on enhancing organizational performance, reducing attrition, and implementing career development frameworks. The ideal candidate will have extensive HR leadership experience, particularly in manufacturing, and a strong background in employee engagement and talent management.

Qualifications

• 10+ years of progressive Human Resources leadership.
• 5+ years managing multi-site HR teams in a manufacturing environment.

Responsibilities

• Serve as a strategic advisor to the CHRO and senior leaders.
• Lead HRBP teams to align people strategies with operational goals.
• Design and implement a career pathing framework.

Skills

Strategic Thinking

Data-Driven Decision Making

Leadership

Change Management

Talent Development

Collaboration & Influence

Education

Bachelor’s degree in human resources

Master’s degree or MBA

Tools

HRIS systems

Microsoft Office Suite

Job description

Chromalloy is a global engineering & solutions company. We are a leading provider of aftermarket parts, repairs, and solutions that safely & reliably extend the life of aircraft engines and gas turbines. We develop, manufacture and repair critical turbine components for a range of engine platforms. Our solutions support the engines running the aerospace, energy and defense industries around the world.

Chromalloy employees are proud, passionate problem-solvers who strive to live our values every day. A career with Chromalloy is an opportunity to learn from top industry experts, work with important technologies, and unlock a passion for innovation. Join our team of experts, innovators and problem-solvers delivering world-class solutions for our customers. Be part of something bigger with Chromalloy.

Video:What We Do

The Senior Director, Human Resources, is a key leader within the global HR team, directly overseeing and guiding HR Business Partner (HBPs) across US sites within our Repairs, CMS, and Parts Business Segment. This role partners closely with site and corporate leadership to drive people strategies that enhance organization performance, reduce attrition, and build leadership capability. A key focus will be designing and implementing career pathing frameworks and a comprehensive skills matrix to support workforce development, success planning, and internal mobility, contributing to measurable improvements in employee engagement and retention.

Key Responsibilities:

Strategic HR Leadership & Business Partnership

• Serve as a strategic advisor to the CHRO, senior leaders, and site leadership, translating business objectives into comprehensive HR strategies across all 15 sites.
• Lead HRBP teams to align people strategies wit operational goals, ensuring consistency in execution and accountability for outcomes.
• Drive continuous improvement initiatives and champion a high-performance, inclusive culture aligned with Chromalloy’s business strategy.

HRBP Oversight

• Direct and mentor HRBPs to deliver high quality, consistent HR support across multiple geographies.
• Establish KPIs for HRBP performance, including workforce stability, time-to-fill, attrition reduction, and engagement scores.
• Conduct monthly reviews with HRBPs and site leaders to assess talent health, succession plans, and HRBP effectiveness.

Organizational Design & Change Leadership

• Lead organizational design efforts, including workforce restructuring and optimization initiatives, ensuring alignment with long-term business objectives.
• Manage change initiatives with a structured approach, minimizing disruption while maximizing adoption and engagement.
• Use data analytics to monitor change effectiveness and make course corrections as needed.

Talent Management, Career Pathing & Skills Matrix Development

• Design and implement a career pathing & framework that outlines clear growth opportunities and expectations for all levels of the organization.
• Lead the deployment of a skills matrix across all sites to assess current capabilities, identify gaps, and inform targeted development plans.
• Partner with Talent Acquisition and Learning & Development teams to align hiring, development, and succession planning with the skills matrix and career pathways.
• Achieve 100% completion of role specific skills matrix for all critical roles within 12 months, with annual updates.
• Develop succession plans for all leadership positions, ensuring at least 2 ready now successors for each key role.
• Track and report on internal promotion rates, targeting a 10% increase in internal mobility opportunities within 2 years.

Employee Engagement, Retention & Culture

• Champion employee engagement initiatives aimed at enhancing morale, collaboration, and retention.
• Implement action plans based on engagement survey results with measurable goals tied to improving key metrics.
• Reduce regrettable turnover by implementing stay interviews and proactive retention strategies, with a focus on critical talent and high-potential employees.
• Foster an inclusive workplace culture that promotes diversity, equity, and belonging.

HR Operations, Compliance & Governance

• Ensure HR practice is fully compliant with regional labor laws and corporate policies.
• Drive consistent application of policies and procedures across all sites, balancing flexibility with governance.
• Utilize data from HRIS systems and HR dashboards to track performance, attrition, and workforce analytics, delivering insights that influence business decisions.
• Collaborate with HR COEs (Compensation, Benefits, L&D) to ensure alignment with broader HR strategy and initiatives.

Leadership & Team Development

• Lead, coach, and develop a high performing HRBP team, fostering collaboration, accountability, and professional growth.
• Deliver training and development initiatives to enhance HRBP capabilities in business acumen, employee relations, and leadership coaching.
• Serve as a role mode for Chromalloy’s leadership principles and values.

Travel Requirements

• Travel up to 20% to engage with site teams, provide leadership presence, and ensure alignment with HR priorities.

Qualifications

• Bachelor’s degree in human resources or related field required, master’s degree or MBA preferred
• 10+ years of progressive Human Resources leadership, with 5+ years managing multi-site HR teams in a manufacturing environment. Aerospace, MRO or OEM experience a plus.
• Proven track record in driving attrition reduction strategies, career development frameworks, and skills-based workforce planning.
• Experience in designing and implementing skills matrix and career pathing programs.
• Demonstrated expertise in employee engagement, talent management, organization design, and leadership development.
• Strong knowledge of HR technology, analytics, employment law, and compliance.
• Excellent interpersonal, communication, and influence skills across all organizational levels.
• Proficiency in HRIS systems and Microsoft Office Suite.
• Strategic Thinking: Ability to align HR strategies with business priorities and drive results.
• Data-Driven Decision Making: Use of analytics to measure impact, identify trends, and guide strategic HR interventions.
• Leadership: Inspire and develop HRBPs to deliver business impact and employee centric solutions.
• Change Management: Lead large scale organizational initiatives with confidence and clarity.
• Talent Development: Proven ability to implement career pathing frameworks and succession plans.
• Collaboration & Influence: Build trusted partnerships with senior leaders and cross functional teams.

Chromalloy is an equal opportunity employer - vets/disabled.
Any offer of employment will also be conditioned upon the successful completion of a background investigation and drug screen in accordance with company policy and applicable federal and state regulations.

If this position requires access to export-controlled technology and technical data, as defined in the Export Administration Regulations and or the International Traffic in Arms Regulations, any offer of employment is contingent upon Chromalloy’s determination, in its sole discretion, if any additional authorization for the employee to access such technology is required and obtainable in a manner that meets its immediate business needs prior to beginning work.

In the United States, if you need a reasonable accommodation for the online application process due to a disability, please contact: https://www.chromalloy.com/contact-us/