Sr. Human Resources Manager

Senior Human Resources Manager – ASC

Albany Safran Composites (ASC), a joint venture between Albany Engineered Composites (AEC) and Safran, is seeking a Senior Human Resources Manager. Reporting to the enterprise HR organization, the Senior HR Manager will serve as the senior HR leader for the location and is accountable for shaping and executing the site’s people strategy in alignment with AEC’s enterprise priorities and joint venture expectations. This position partners closely with the General Manager, site leadership team, enterprise HR, and JV counterparts to ensure the site has the talent, culture, and organizational capacity required to meet customer, quality, rate readiness, and cost objectives.

Candidates must demonstrate mastery in HR leadership within complex manufacturing environments, with experience driving workforce stability, leadership capability, organizational effectiveness, and cultural health. The ideal candidate will possess exceptional judgment, and the ability to influence and coach leaders in a dynamic aerospace production setting. If you thrive in a fast paced, high accountability environment and are excited by the opportunity to shape the workforce and culture of a critical aerospace manufacturing site, this is an excellent opportunity for you.

Albany Engineered Composites (AEC) is a rapidly growing supplier of highly engineered composite parts for the aerospace industry. ASC supports major commercial aerospace programs operating in a high-rate production environment that demands exceptional leadership, workforce capability, and operational discipline.

 

Responsibilities & Key Areas

In performing their duties, all employees are expected to embody Albany’s core values: Albany wins together, count on each other, own your actions, care about each other, and share your enthusiasm.

• Lead the development and execution of the site’s multiyear people strategy, ensuring alignment with AEC’s enterprise HR roadmap and joint venture requirements.
• Serve as the senior HR voice for the location, advising the General Manager and site leadership on organizational design, workforce planning, and long-range capability needs.
• Anticipate workforce risks and design proactive strategies related to talent availability, leadership gaps, skill progression, and cultural health.
• Represent the location in enterprise HR forums, influencing policy, process, and program decisions that impact manufacturing sites.
• Own workforce planning strategy, ensuring staffing, skills, and leadership capacity align with production rate increases, customer demand, and operational transformation.
• Lead organizational assessments and partner with operations, engineering, and training to ensure the site has the technical and leadership capability required for rate readiness and quality performance.
• Drive structural improvements that enhance accountability, decision making, and cross functional alignment.
• Build a strong leadership bench by driving succession planning, leadership assessments, and targeted development for supervisors, leads, and managers.
• Partner with enterprise HR to shape technical career paths and talent pipelines for critical roles.
• Shape and sustain a culture of safety, quality, accountability, and continuous improvement.
• Lead sitewide engagement strategies, communication rhythms, and recognition programs that reinforce trust, transparency, and performance.
• Serve as a visible, influential presence on the production floor, ensuring employee voice is integrated into decision making.
• Lead change management for site level and enterprise initiatives, ensuring adoption, alignment, and sustained impact.
• Oversee complex employee relations matters, ensuring fairness, consistency, and risk mitigation across all levels of the organization.
• Coach leaders to handle issues at the right level and build long term capability in conflict resolution and accountability.
• Ensure compliance with federal, state, and local laws, as well as JV and AEC policies, audits, and customer requirements.
• Serve as the escalation point for ER cases and sensitive leadership matters.
• Lead HR operational excellence, ensuring accuracy, timeliness, and discipline across performance management, compensation, job architecture, and data integrity.
• Use HR analytics to identify trends, risks, and opportunities, providing insights that shape site and enterprise decisions.