Senior Manager, Human Resources

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.
Video: What We Do
Why work at Chromalloy?
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. As a global company, we are committed to creating an inclusive environment where all employees feel represented, heard, and able to bring their best selves to work every day. Be part of something bigger with Chromalloy!
Our Total Rewards Program is designed to support you today and in the future.
• Comprehensive and flexible benefit options starting on day one, including medical, dental, vision, EAP, wellness incentives, and 401(k) with employer matching.
• Development & progression opportunities for every employee – regular performance conversations, training and development curriculum, and engineering fellowship programs.
• Paid time off, including vacation, sick time, paid holidays, and parental leave—all eligible on your first day of employment!
• Competitive pay, including eligibility for quarterly and annual bonuses, depending on role and site.
Eligibility for individual benefit plans may vary based on employment status.


The Senior HR Manager leads the human resources function across Chromalloy's U.S. repair stations, owning the full employment relationship for every employee in this population, directing a team of Lead HR Business Partners, and serving as the primary HR strategic partner to repair station operations leadership. This is a senior strategic role. Day-to-day HR administration is handled by HR Shared Services and site-level HR professionals. This role exists to make the repair station operation better through people strategy. This role is hybrid at one of our facilities in Tampa Bay, Newnan, or Windsor.

KEY RESPONSIBILITIES

Strategic Business Partnership
• Serve as the primary HR strategic partner to repair station site leaders and operations management — building relationships that enable proactive conversation on workforce health, organizational capability, and people risk.
• Participate in repair station business planning cycles and leadership forums; bring HR and workforce implications into decisions before they are made.
• Lead structured workforce reviews covering attrition risk, capability gaps, key talent status, certification and license compliance risk, and organizational effectiveness.
• Assess and diagnose organizational design issues; recommend structural changes and span-of-control adjustments.
Workforce Planning & Organizational Effectiveness
• Own workforce plan execution — translating enterprise manpower strategy into site-level headcount actions, role changes, and staffing transitions aligned with repair station capacity.
• Partner with operations leaders on demand forecasting, role justifications, and workforce transitions.
• Manage the full lifecycle of the contingent and contractor workforce — requisition, onboarding, performance, and offboarding in compliance with FAA/DOT requirements for contractor access to regulated areas.
Talent Management & Succession
• Lead talent identification and succession planning for a technically certified workforce — calibrating who is ready, developing, and at risk, with particular attention to FAA-licensed and certificated roles that are hard to replace quickly.
• Identify and document Single Point of Failure (SPOF) roles — especially FAA-licensed Inspectors and Designated Engineering Representatives where incumbent loss creates both operational and regulatory gaps.
• Identify flight risk in key roles; proactively initiate retention actions for technically skilled populations where external demand is high.
• Own development conversations with high-potential employees; connect talent to development programs, cross-site assignments, and internal mobility pathways.
• Facilitate talent calibration sessions with repair station leadership.
Performance Management & Leadership Effectiveness
• Coach and support repair station managers through the full performance management cycle — goal setting, check-ins, year-end evaluations, and calibration.
• Lead corrective action, disciplinary processes, and PIP coaching; ensure documentation is compl