{"id":3716885,"url":"https://alion.io/job/ascent-aerospace-human-resources-manager","title":"Human Resources Manager","company":{"id":3798194,"name":"Ascent Aerospace","domain":"ascentaerospace.com","url":"https://alion.io/company/ascentaerospace","size_band":"1001-5000","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Dayforce","truth_index":{"grade":"B","score":75,"open_postings":7,"ghost_share":0,"stale_share":1,"repost_share":0,"time_to_fill_p50_days":null,"computed_at":"2026-11-05T05:54:30Z"}},"role":"HR","role_family":"HR","seniority":"senior","employment_type":null,"work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Macomb, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":null,"experience_years_min":7,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Microsoft Office","optional":false}],"status":"live","first_seen_at":"2026-11-03T05:00:00Z","employer_posted_date":"2026-11-04","last_verified_at":"2026-11-05T11:45:24Z","board_verified":true,"closed_at":null,"days_open":2,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":2},"description":"Ascent Aerospace – Inspiring the next generation of flight!\n\nAscent 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. \n\nSUMMARY OF POSITION\nThe 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. \nThe 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.\n\nESSENTIAL FUNCTIONS\nThis document in no way states or implies that these are the only duties to be performed by the employee occupying the position.\nServe 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.\nPartner 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.\nOversee 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.\nAdvise and coach leaders on employee relations, performance expectations, feedback, corrective action, and employment decisions, promoting consistent practices and clear accountability.\nAddress employee concerns, conduct timely and objective investigations, document findings, and coordinate appropriate resolution and escalation with HR leadership.\nDrive 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.\nBuild 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.\nPromote 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.\nLead 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.\nImplement and administer company HR policies and programs consistently across assigned locations, identify site-specific needs, and recommend improvements in partnership with leadership.\nSupport compensation and recognition processes, including pay recommendations, internal equity reviews, job leveling, and annual compensation activities within established company guidelines and approval requirements.\nPartner with payroll and benefits to resolve employee questions and support accurate, timely processing of employee changes and related information.\nMaintain working knowledge of applicable federal, Michigan, Washington, and New York employment requirements and support compliant practices, required training, documentation, and recordkeeping.\nPartner with Environmental Health and Safety leadership on workers’ compensation claims, workplace injuries, return-to-work coordination, and related employee matters.\nMaintain 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.\nProvide direction and development to assigned HR staff, as applicable, and perform additional duties as assigned.\n\nREQUIRED SKILLS, EDUCATION, AND EXPERIENCE\nAny combination of education and experience providing the required knowledge and skills for successful job performance will be considered. Typical qualifications include:\nBachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.\nMinimum of seven (7) years of progressive HR experience, including independent responsibility for employee relations and partnership with operational leaders.\nDemonstrated success coaching managers through difficult situations, handling complex employee relations matters, leading HR initiatives, supporting organizational change, and influencing operational leaders.\nStrong knowledge of HR practices, including recruitment, performance management, compensation administration, employee development, and employment compliance.\nExperience conducting workplace investigations and handling sensitive employee matters with sound judgment, discretion, and confidentiality.\nDemonstrated 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.\nStrong problem-solving, organizational, and project management skills, with the ability to manage competing priorities across multiple locations.\nAbility to interpret workforce data and understand the financial and operational implications of HR recommendations.\nExcellent written, verbal, and interpersonal communication skills.\nProficiency in Microsoft Office Suite and experience using HR information systems.\nAbility to travel to assigned locations as business needs require.\nThis position must meet Export Control Compliance requirements, therefore a \"US Person\" as defined by 22.C.F.R. is required\n\nPREFERRED QUALIFICATIONS\nHR experience in manufacturing, particularly supporting skilled trades and technical workforces, strongly preferred.\nExperience supporting multiple locations and employees across Michigan, Washington, and New York.\nPrior experience supervising or developing HR staff.\nExperience with Dayforce.\nSHRM-CP, SHRM-SCP, PHR, or SPHR certification\n\nSUPERVISORY RESPONSIBILITY\nYes\n\nTRAVEL REQUIREMENTS\nTravel between Michigan locations and periodic overnight travel based on business needs.\n\nWORKING CONDITIONS\nWorking 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.\nTypically sits for extended periods at a computer workstation\nMay access and work in the manufacturing plant\nWhile performing the duties of this job, employee may be exposed to moving mechanical parts, fumes and airborne particles\nThe employee may be exposed to vibration\nThe employee is occasionally exposed to caustic chemicals. The noise level in the work environment is usually moderate\nMay be required to travel to other site locations during the work day\nMay be required to work weekends to meet department and business demands\nWork with safe manufacturing processes and understand that eyewear is mandatory in the manufacturing area.\nKnows that safety shoes are recommended in the manufacturing area\n\nPHYSICAL DEMANDS\nWorking 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.\nTypically sits for extended periods at a computer workstation\nMay access and work in the manufacturing plant\nWhile performing the duties of this job, employee may be exposed to moving mechanical parts, fumes and airborne particles\nThe employee may be exposed to vibration\nThe employee is occasionally exposed to caustic chemicals. The noise level in the work environment is usually moderate\nMay be required to travel to other site locations during the work day\nMay be required to work weekends to meet department and business demands\n\nSPECIAL REQUIREMENTS\nEmployment is contingent upon successfully passing an employee reference check, criminal background check, and drug screening.\nThis 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').\nAscent 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.\n\nBENEFITS\nMedical Insurance\nDental Insurance\nVision Insurance\nShort- and Long-Term Disability Insurance\nLife Insurance \nAD&D Insurance\nPTO\n401k Match\nNo Unauthorized Referrals from Recruiters & Vendors \nPlease 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. 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